Psychological safety at work is "a key tool for effective teamwork, in which everyone's potential is crucial", and "the freedom to express ideas and propose solutions without fear of negative consequences." This is stated by The Alternative Board, a consulting organization, to Notícias ao Minuto. For more information, visit Notícias ao Minuto.

"It is an important factor in terms of positive team dynamics, especially when we talk about promoting a supportive, productive, and innovative corporate culture," explains Rita Maria Nunes, Country Manager of TAB Portugal.

However, achieving psychological safety is not an easy task, as "often it is the entrepreneurs and leaders - top or intermediate - who have difficulties in terms of availability to do so". Therefore, TAB Portugal shared with Notícias ao Minuto, 4 tips that "leadership can carry out with the aim of building the feeling of psychological safety in organizations".

Such as:

Code of professional conduct: "Having high standards of professional conduct are the essential foundation for psychological safety. Respectful interactions between peers and leadership are essential, even in scenarios of great stress. Consider creating a code of professional conduct for the company and include it in the employee handbook".

Open communication and feedback: "Encourage your team to voice their ideas and concerns, whether in private conversations or in a group meeting. This includes their views on the current state of operations and new implementations. It is important that, although space is open to consider and appreciate opposing perspectives, solutions and debates do not get stuck in analysis. In other words, when it makes sense, commit to revisiting the problems after a certain period of time and see if new ideas and/or actions can or need to be implemented."

Collaborators who are trusted consultants: "Make sure that employees, in terms of potential, not only have skills and insight, but also have a predisposition to be collaborative, have compassion, and, essentially, are able to act as a trusted consultant for the organization. Remember that trust can be complicated, both at the leadership level and in hierarchically lower positions, but it all starts right from the hiring process. Therefore, look for candidates with excellent skills, but also with high IQ and emotional intelligence".

Recognize, applaud and support: From a leadership perspective, it is important to validate individual contributions even when these ideas do not materialize or do not generate the expected results. A simple act of recognition or applause can encourage the team and have a powerful tonic effect that becomes a catalyst for future improvements and innovations.

"Above all, keep in mind that each member of your team adds tremendous value to the organization. It is up to you, as a business leader and/or team leader, to ensure that they know this and feel psychologically secure enough to demonstrate it," is shared as the final advice.

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