Human evolution began when we began living in groups. It is basic human nature to seek psychological safety and trust in a group. It was true millions of years ago. It is true even now. Remember “Avengers Assemble” – the war cry of our superheroes in the Marvel Cinematic Universe? Even superheroes can save the world when they act as a group. Don’t they? As individuals and professionals, we thrive in an environment of trust and psychological safety. That’s why at workplaces, employee engagement strategies are designed to create an environment of psychological safety and trust.
What is it that makes some teams work better than others? Be it in delivering results or having fun at office parties, some teams seem to thrive while some others tend to struggle. The team’s leadership? The processes? Individual skillsets? The culture of the team?
The answer lies in the title of this blog. It is the trust and psychological safety that a leader or an organization’s HR leader imbibes in their team that makes their workplace a competitive yet fun-filled adventure. And when designing employee engagement strategies, it is always helpful to rely on solid HR research.
Here is a collation of research and statistics on the importance of how creating an environment of trust and psychological safety helps a team or an organization thrive.
Where there is fear, there is a stalemate and productivity takes a hit
Pretty basic…isn’t it? Neuroscientific research conducted by the Health and Safety Executive says so too. As much as $17.9 million were lost due to work-related stress, anxiety, and depression in the year 2019-20. And hence the need for a psychologically safe space at work. To drive employee engagement in such a way that the teams work in an environment where they feel safe and happy.
Teams that work together, win together
A path-breaking research by Huckman et al states that team familiarity (how well a team knows or is familiar with each other) is a better indicator of performance than even the years of experience of individual team members. Goes to say, why it is critical that teams work together, engage in meaningful conversations and learn about each other’s strengths. Not just as a routine team building or employee engagement activity, but with an aim to boost productivity and performance.
Being aware of one’s strength is half the work done
A Gallup study shows 41% lower absenteeism in teams that are well aware of their own strengths. If the team members are guided towards the right goals and engaged purposefully under the right mentorship, productivity increases, and confusion decreases.
When they feel free to fail, they succeed
A two year long study conducted by Google revealed that when teams feel safe in their workplace, to question or to fail and learn from their failures, their performance goes up. This was one aspect that was common amongst all high-performing teams at Google. Kind of a no-brainer…isn’t it?
Every employee voice matters
Psychological safety plays a big role in ensuring that employees feel free and safe to voice their opinions, thoughts, and fears on the organizational processes and policies. Organizations are increasingly using AI-based tools to actively listen, assist and assure employees to voice their thoughts. Berry, an AI-based employee experience solution that integrates seamlessly with your existing communication channels and continuously talks to your employees for sentiment analysis.
In conclusion, teams do thrive when a feeling of trust and psychological safety starts to develop amongst their members. There are various ways to imbibe that in a team and it all begins with providing opportunities, resources and allowing flexibility. Understanding your team is equally important for creating strategies that matter. Berry can help you with understanding your team and also produce an exponential increase in your employee engagement strategies.
Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.