In the workplace, it is essential to feel satisfied, fulfilled and valued. In addition to other issues such as workload, schedules and salaries, as well as work-life balance, psychological safety in the work environment is essential to avoid falling into burnout or burned out worker syndrome.
Human resources expert María Ángeles Aguilar delves into the foundations of psychological safety in the work environment in an article published on LinkedIn. It states that this term is used to refer to the “work environment where people can openly express their ideas, expressions, doubts, suggestions, a workplace where making a mistake is synonymous with improvement because they will be free from being judged or humiliated for it.” ”.
To achieve this, it is necessary to implement initiatives that guarantee psychological safety for the employee. “After my experience, I can affirm that a work environment where initiatives are encouraged to improve and strengthen the work environment generates great benefits for people individually: lower levels of stress, greater confidence and satisfaction in their work,” says Aguilar.
This, in turn, results in a positive consequence on business results, since there is an increase in performance and commitment on the part of collaborators, greater pride in belonging, more capacity for innovation, less absenteeism and more loyalty of talent. . The expert appeals to a study carried out by Google on work performance, which found that teams with the highest levels of performance had psychological safety in common.
The human resources expert emphasizes that “psychological safety at work involves those actions that optimize the emotional health of people who work in a company to improve their work-life balance and make logical the place they occupy. ”.
To promote psychological safety at work, it points to three pillars. On the one hand, improve the management of leaders and CEOs. “It is extremely important that both the CEO and the leadership layer learn psychological techniques to work on insecurity, in order to understand their own emotionality and be able to manage that of others,” Aguilar highlights.
On the other hand, improve the talent team, having a human resources department that receives the necessary support to be successful, with the acceptance of leadership, the budget and the appropriate personnel.
Finally, María Ángeles Aguilar focuses on improving one’s well-being. “One of the main strategies to take care of mental health at work is to offer people a work well-being program, in this way the company provides the necessary resources for each employee to improve their emotional development,” she concludes.
