How (psychologically)
free do you feel?
Blog by
Marieke Vennik
We all know it: you have an opinion about something. Maybe about a colleague’s behavior, or a way of working that, in your opinion, could be different. You keep running into it. And yes, you know you should do something about it. Yet you keep postponing it.
In coaching, you often hear: that says something about you. And of course it does. Because you are responsible for your own desires, needs, and frustrations. If you want things to be different, then it’s your responsibility (or choice) to speak up about it. And that’s usually when it happens. Because once you arrive at this point, you start making excuses not to do it. You let it slide, and take no action.
What keeps you from taking action?
We humans are, after all, herd animals. We want to belong somewhere, to be part of a group. The idea that you are no longer part of the group can be a reason not to speak up about things. The fear of being rejected. During a training I attended a few months ago, the trainer gave the reassuring thought that you are never alone in the group. There are always more people who think the break could be half an hour instead of the scheduled 45 minutes. Or more people who want to use the restroom before practicing the newly learned techniques.
Lack of safety affects performance and development
The question in every group is, does everyone speak up? Because, how safe do you feel to speak your mind? It is exactly the lack of that safety, or the feeling of safety, that becomes an extra brake on speaking out. And it can be the reason you don’t take action. For example, having a conversation with that one colleague or sharing a new idea you are excited about in a meeting.
When people don’t feel safe at work, it affects both performance and development, while high psychological safety actually leads to better performance. On a personal level, a lack of psychological safety brings little that is positive: think of burnout, lack of motivation, loss of meaning, gloominess, and even depression. The opposite is just as true: high psychological safety leads to more joy at work, more engagement, and greater fulfillment.
Tips for creating a psychologically free environment as an employer
So what can you do as an employer to ensure that people feel psychologically safe in your organization? General tips are:
➡️ Make sure people feel heard, seen, valued, and accepted (attention)
➡️ Take dissent seriously, challenge the status quo (embrace the minority voice)
➡️ Be transparent; in vision, choices, decisions (clarity/communication)
➡️ Allow everyone to participate (inclusion)
➡️ Dare to give each other feedback and, as management/leadership/MT, be open to receiving feedback as well (feedback; giving and receiving)
So how do you actually do this?
That all sounds very nice and maybe a bit vague, right? So how do you do that? How do you, as a busy manager, give everyone genuine attention? How do you give feedback? How do you find the (very valuable) voice/opinion of those who don’t easily speak up?
We are happy to think along with you
At MEPD, we guide teams (at all levels) around these kinds of themes. Would you like to focus on topics such as psychological safety, inclusion, or strengthening leadership within your organization? Would you like to discuss this and make it concrete? Feel free to contact me or one of my colleagues without obligation. We are happy to think along with what is needed within your organization.
Also read the blog by colleague Mariël: Vakantiemodus aan: the joy of getting out (JOGO)!
Marieke Vennik
Career Advisor
I believe in suitable work. Work should give you energy. A drive, being able to enthusiastically engage in something. Personal growth and being happy with the results of your effort. I love people, organizations and their behavior, and I see opportunities and possibilities everywhere.
