By MinessaThis article by Patrick Veroneau, MS really made me think about how we approach unique and challenging situations we face as managers at work.
For many leaders, there is a significant misunderstanding about what psychological safety really means in the workplace. Contrary to popular belief, it’s not about creating a bubble-wrapped environment where no one ever faces challenges or criticism, but as managers it is on us tocultivate a space where everyone feels confident enough to take risks, openly learn from mistakes, and communicate freely without fear of backlash or control.
It’s crucial to recognize that while some leaders advocate for psychological safety and have the best of intentions, their actions might not always align.
This discrepancy can unfortunately lead to a work environment that protects the wrong behaviors, labeling genuine concerns as complaints or dismissing them entirely.
For those of us with a long history in corporate settings, we know the old drill: keep your head down and push through. But as work and personal lives become increasingly intertwined, especially with the rise of remote work, such approaches are not just outdated—they’re unsustainable. Eventually, people will leave such environments in search of ones where they truly feel safe and valued.
Either the leadership adapts, or the organization risks failing to retain its best talent.
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