Since the Health and Safety at Work Act came into law in 1974, organisations understand the importance and value of physical safety. Employers have an acute awareness of the risks of not meeting their duty of care, particularly in the Construction & Engineering sector.
In the modern workplace, psychological safety is as relevant as physical safety. Psychological safety refers to a work environment where employees feel safe to take risks, express their ideas, and make mistakes without fear of humiliation or punishment. In such environments, individuals are more likely to share their thoughts, collaborate effectively, and contribute to their team’s overall success.
This is particularly important in Construction & Engineering:
- High-Risk Nature of Work: Naturally, projects in our sector often involve significant risks, including safety hazards and financial stakes. When employees feel psychologically safe, they are more likely to report potential safety issues, suggest improvements, and take proactive measures to mitigate risks.
- Innovation: Our sector thrives on innovation and efficient problem-solving. A psychologically safe environment encourages creative thinking and open dialogue, leading to more effective solutions and advancements.
- Collaboration: Successful projects rely on collaboration among teams. Psychological safety fosters trust and respect, enabling team members to work together harmoniously and leverage each other’s strengths.
The impact of a psychologically safe workplace:
- Mental Health: When employees feel valued and heard, overall stress levels decrease, leading to better mental health outcomes. This is crucial in construction and engineering, where job-related stress and burnout is often high due to demanding schedules and complex tasks.
- Productivity: Employees who feel psychologically safe are more engaged and motivated. They are also more likely to take initiative and contribute their best efforts, knowing that their contributions are valued and their mistakes won’t be met with harsh criticism.
- Retention: A safe and supportive work environment contributes to higher job satisfaction, which can help reduce staff turnover. The wealth of talent in our sector means that retaining the best employees is vital for maintaining project continuity and organisational reputation.
Want to achieve psychological safety?
Allyship is the driving force behind psychological safety. When employees are empowered to speak up for themselves and others, this creates an environment where individuals feel they are not alone and have people to advocate for them should they need it. Our Inclusion Allies workshop offers a safe space to learn specific tools and techniques to be an effective ally.
Key ingredients of psychologically safe workplaces:
- A committed leadership team. Leaders demonstrating a genuine commitment to psychological safety is vital.
- Implementing clear policies and procedures that promote safety, respect, and inclusion can set the tone for expected behaviours.
- Having robust feedback mechanisms in place allows employees to voice their concerns and suggestions freely.
- Empower Employee Networks. Encouraging peer support and mentorship programmes can help build a strong sense of community and mutual respect among employees.
- Training and Development. Supporting employees with skills & tools – such as our Inclusion Allies workshop – means psychologically safe and inclusive environments become ‘business as usual’, rather than a holy grail.
Psychological safety is not just a buzzword; it is the foundation of a healthy and productive workplace. It’s great to see that more and more construction & engineering organisations are putting psychological safety on the agenda. By fostering environments where employees feel safe to bring their true selves to work, we see a shift in the culture of our wider sector.
