Stress is nothing new for working people. It’s a feeling that more than 80% of U.S. workers have reported experiencing, according to the Occupational Safety and Health Administration (OSHA).  While the right amount of stress can be a positive and motivating influence, unmanaged chronic stress can lead to health complications and workplace challenges. Employers can support employees with stress management in several ways; one of the most impactful strategies is fostering psychologically safe workplace environments.

A psychologically safe workplace is one where employees feel encouraged and comfortable taking appropriate risks, expressing themselves, and discussing difficult topics without fear of embarrassment, being ignored, being blamed, or experiencing retaliation. Employees in these environments describe the culture as understanding, respectful, fair, supportive and collaborative. They report higher job satisfaction, a sense of purpose and impact, greater confidence in leadership, and better mental health than those who experience lower psychological safety at work. They also report feeling less tense, stressed, and emotionally exhausted, as well as less likely to look for a new job.

When psychological safety is low, stress tends to rise. In these environments, employees are less likely to voice concerns or speak openly. Trust and respect are lower, and fear of making mistakes is higher. While workplace stress can stem from factors such as long hours, demanding roles, job insecurity, negative relationships with management or coworkers, and poor work-life harmony, these stressors can be even more detrimental in environments lacking psychological safety.

When stress becomes excessive, employees may show the following signs:

• Constant worry, anxiety, or nervousness
• Appearing tense, uptight, or restless
• Expressing negative emotions like irritability, anger, or sadness
• Increased absenteeism or tardiness
• Decline in work quality
• Decreased cooperation.

Chronic stress may lead to health complications such as:

• Increased risk of heart disease and other chronic conditions
• Frequent headaches
• Digestive issues
• Problems sleeping
• Physical aches and pains
• Dizziness or fainting.

The impact goes beyond the individual—It is estimated that work-related stress costs companies more than $300 billion annually in absenteeism, presenteeism, and health care costs.

Work cultures that are considered psychologically safe tend to have the following common practices.

• Regular feedback is given and received.
• Employees experience autonomy and active involvement in decision making, problem solving, and goal setting.
• Flexible work schedules are supported, allowing opportunities to work remotely.
• Low-pressure social gatherings are offered, providing employees with time to connect and interact with one another.
• Company-wide initiatives such as meeting-free days and mental health days are implemented.
• Support for employees who are caregivers is provided.

To foster a more psychologically safe culture, consider taking the following steps:

• Survey employees to better understand their perspective on the mental health of the workplace culture. The American Psychological Association (APA) recommends asking these questions.
• If you make a mistake on this team, will it be held against you?
• Are the members of this team able to bring up problems and tough issues?
• Do members on this team sometimes reject other members for being different?
• Is it safe to take a risk on this team?
• Is it difficult to ask other members of this team for help?
• Would anyone on the team deliberately act in a way that undermines efforts?
• Working with members of this team, are unique skills and talents valued and utilized?
• Train leaders and managers on the concepts of psychological safety and how to create safe environments for everyone.
• Encourage leaders and managers to lead by example by practicing empathy, sharing mistakes and learning opportunities, embracing feedback, and welcoming difficult conversations.
• Celebrate lessons learned from mistakes by thanking employees for sharing and highlighting the key takeaways for others to learn from.
• Challenge employees to maintain a growth mindset by focusing on solutions while also supporting thoughtful risk taking and difficult conversations.
• Support both giving and receiving feedback through formal and informal methods by encouraging employees to ask for others’ opinions, practice active listening, and respectfully share their thoughts, ideas, and questions.
• Communicate and educate employees about available benefits, such as Employee Assistance Programs (EAPs), and other resources like resiliency or stress management services, if offered.

A psychologically safe workplace culture takes time and effort to develop. Although stress will never completely go away, when this type of environment exists, employees are more transparent, more likely to ask for help and feedback, and better able to manage their stress.

Resources:

Creating Psychologically Safe Workplaces Sample Assessment

Quick Guide to Creating Psychologically Safe Workplaces