How to measure psychological safety at work?
Measuring psychological safety at work requires a combination of quantitative and qualitative data metrics. While psychological safety is inherently challenging to quantify, you can use several key performance indicators (KPIs) and data metrics to gauge its presence and impact within your business.
Employee Engagement Surveys
Regularly use employee engagement surveys that include questions related to psychological safety. Analyse responses to assess employees' perceptions of safety in sharing their opinions and concerns. See our blog on useful questions to have in surveys that cover psychological safety.
Anonymous Reporting
Track the number of anonymous reports and feedback received, including grievances and suggestions submitted through confidential channels. Having a channel for anonymous feedback can be highly valuable, however, you must demonstrate that you listen and act on the feedback received too.
Employee Turnover and Retention Rates
Monitor turnover rates, especially among high-performing or long-tenured employees, as high turnover may indicate dissatisfaction or a lack of psychological safety. In a small business, a long serving team member leaving should be a significant warning sign.
Team Productivity Metrics
Assess the productivity of teams or departments through key performance indicators (KPIs) such as project completion rates, time-to-market, and other relevant team-based metrics. As much as these metrics might seem like business as usual, dropping results may indicate a lack of morale.
Quality and Error Rates
Evaluate the quality of work produced and error rates, as low psychological safety can lead to employees being less likely to voice concerns about potential errors. This is one to tread carefully with however, as it will depend on the type of work being conducted, the environment it is conducted in, and the level of training or expectation of the teams. Avoid seeing mistakes as a negative, and use them to open up conversations about why they might be happening. Is the environment full of distractions? Is the training adequate? Is there a disability that might not be visible? Do you have an auditor that is particularly opinionated - I’ve seen that happen!
Innovation and Creativity Metrics
Monitor the number of innovative ideas generated, patents filed, or new product launches, as higher psychological safety can encourage creativity and risk-taking. It’s great to show the team you value their ideas, and even greater for them when you implement one. Rewarding the team for generating ideas that get used is also a great way to encourage creativity.
Absenteeism and Sick Leave
Keep track of absenteeism and sick leave rates, as a lack of psychological safety can contribute to stress-related health issues.
Training and Development Participation
Measure the participation in training and development programs, as higher psychological safety may encourage employees to engage in self-improvement initiatives.
Harassment and Discrimination Complaints
Track the number of grievances and complaints, as a high incidence of these issues may indicate a lack of psychological safety. Even if they seem minor and are not formal. It is good to understand if there are common links.
Team Cohesion and Collaboration Metrics
Assess teamwork, collaboration, and cohesion through metrics like successful cross-functional projects, positive feedback on teamwork, and collaborative tools usage. Is there laughter in the office? Or do people go quiet when someone walks in?
Feedback and Performance Appraisal Scores
Analyse feedback and performance appraisal scores to determine if employees feel comfortable sharing their thoughts and concerns during feedback discussions.
Pulse Surveys
Use frequent, short pulse surveys to quickly gather insights into the current state of psychological safety and promptly address any concerns.
360-Degree Feedback
Implement 360-degree feedback assessments to collect input from peers, subordinates, and supervisors to gauge an individual's impact on psychological safety within their team. Kudos is a great way to say well done.
Employee Well-being and Stress Levels
Monitor employee well-being through self-reported stress levels, mental health support utilisation, and wellness program engagement.
Remember that while data metrics are valuable for assessing psychological safety, qualitative data, such as open-ended comments from surveys and interviews, is equally important in gaining a deeper understanding of the specific challenges and opportunities related to psychological safety within your business.
Not sure how to go about implementing some of these? Want to know what the costs and benefits are?
