The Importance Of Psychological Safety In The Workplace
Psychological safety during change is at its most valuable exactly when it is at its weakest. Restructures, redundancy rounds, new systems and leadership changes all raise the cost of speaking up at the moment you most need to hear what is going wrong.
The mechanism is straightforward. When roles are uncertain, people manage how they are perceived. Questions get read as resistance. Problems with the plan get read as not being on board. So the plan proceeds with fewer objections than it deserves, and the objections surface later as failure.
Poorly managed organisational change is itself a recognised psychosocial hazard, so this is not only a delivery risk. Consultation is part of the work health and safety duty, and consultation that people do not feel able to answer honestly is consultation in name only.
Practical steps: say what is not changing as well as what is, ask specifically what will not work, and give a route to raise concerns that is not the person whose plan it is.
Safe Work Australia lists poor change management among psychosocial hazards. This is general information rather than legal advice.
See Sentrient’s psychological safety training course and workplace compliance system.
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