{"id":8305,"date":"2023-12-15T22:31:48","date_gmt":"2023-12-15T22:31:48","guid":{"rendered":"https:\/\/leaderzone.ca\/?p=8305"},"modified":"2024-03-13T23:00:12","modified_gmt":"2024-03-13T23:00:12","slug":"la-securite-psychologique-au-coeur-de-la-retention-et-de-la-performance","status":"publish","type":"post","link":"https:\/\/leaderzone.ca\/en\/la-securite-psychologique-au-coeur-de-la-retention-et-de-la-performance","title":{"rendered":"Psychological Safety at the Heart of Retention and Performance"},"content":{"rendered":"<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-media-text is-stacked-on-mobile is-vertically-aligned-top is-image-fill\" style=\"grid-template-columns:46% auto\"><figure class=\"wp-block-media-text__media\" style=\"background-image:url(https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/12\/tim-marshall-cAtzHUz7Z8g-unsplash-1-1024x683.jpg);background-position:50% 50%\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/12\/tim-marshall-cAtzHUz7Z8g-unsplash-1-1024x683.jpg\" alt=\"\" class=\"wp-image-8306 size-full\" srcset=\"https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/12\/tim-marshall-cAtzHUz7Z8g-unsplash-1-1024x683.jpg 1024w, https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/12\/tim-marshall-cAtzHUz7Z8g-unsplash-1-300x200.jpg 300w, https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/12\/tim-marshall-cAtzHUz7Z8g-unsplash-1-768x512.jpg 768w, https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/12\/tim-marshall-cAtzHUz7Z8g-unsplash-1-1536x1024.jpg 1536w, https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/12\/tim-marshall-cAtzHUz7Z8g-unsplash-1-2048x1365.jpg 2048w, https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/12\/tim-marshall-cAtzHUz7Z8g-unsplash-1-18x12.jpg 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<h1 class=\"wp-block-heading has-text-color has-medium-font-size\" style=\"color:#00accd\"><em>Article<\/em><\/h1>\n\n\n\n<h1 class=\"wp-block-heading has-text-color has-large-font-size\" style=\"color:#00accd\">Psychological Safety at the Heart of Retention and Performance<\/h1>\n\n\n\n<p><\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"wp-block-stackable-columns stk-block-columns stk-block stk-a93ca57\" data-block-id=\"a93ca57\"><div class=\"stk-row stk-inner-blocks stk-block-content stk-content-align stk-a93ca57-column\">\n<div class=\"wp-block-stackable-column stk-block-column stk-column stk-block stk-ec7c5ec\" data-v=\"4\" data-block-id=\"ec7c5ec\"><div class=\"stk-column-wrapper stk-block-column__content stk-container stk-ec7c5ec-container stk--no-background stk--no-padding\"><div class=\"stk-block-content stk-inner-blocks stk-ec7c5ec-inner-blocks\">\n<div class=\"wp-block-qubely-socialicons qubely-block-d0ab1c\"><div class=\"qubely-block-social-icons  qubely-layout-normal qubely-style-default\"><ul class=\"qubely-ul\"><li class=\"qubely-li qubely-social-item qubely-social-linkedin\" arealabel=\"LinkedIn\"><a href=\"https:\/\/www.linkedin.com\/company\/leaderzone-ca\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"><i class=\"qubely-social-icon fab fa-linkedin\"><\/i><span class=\"qubely-social-label\">LinkedIn<\/span><\/a><\/li><li class=\"qubely-li qubely-social-item qubely-social-facebook\" arealabel=\"Facebook\"><a href=\"#\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"><i class=\"qubely-social-icon fab fa-facebook\"><\/i><span class=\"qubely-social-label\">Facebook<\/span><\/a><\/li><\/ul><\/div><\/div>\n<\/div><\/div><\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>By Janine Karam<\/strong><\/td><\/tr><tr><td>Although competitive compensation, productivity bonuses, benefits, flexibility, advancement opportunities, etc. are important factors for employee retention, a climate of psychological safety is increasingly considered a crucial condition and an important lever for increasing this retention.<br><br><a href=\"https:\/\/amycedmondson.com\/psychological-safety-%e2%89%a0-anything-goes\/\" target=\"_blank\" rel=\"noopener\">Amy C. Edmondson<\/a>, Novartis Professor of Leadership and Management at Harvard Business School, offers the following definition of psychological safety:<br>\u00ab\u00a0<em>A team climate characterized by interpersonal trust and mutual respect in which people are comfortable being themselves.<\/em>\u00ab\u00a0<br><br>If you recruit the best candidates with the best expertise and place them in a toxic environment, they will avoid expressing themselves and will lack the desire or motivation to innovate or collaborate. All the potential they could have deployed to improve the organization's performance will thus be lost.<br><br>It is much more likely that an employee will be able to evolve where he feels listened to, mobilized, supported in his initiatives, encouraged to improve his skills and expertise, etc., regardless of the salary and the number of hours worked. Indeed, our job defines a good part of our identity and occupies a major portion of our day; we want, above all, a climate of psychological safety in which we can not only exist, but evolve and achieve our full potential.<br><br>Google conducted a study to identify the key factors driving team performance, and psychological safety emerged as the most important one. Two key characteristics stood out: the fair distribution of speaking time among team members and the ability to empathize and perceive what others are feeling.  \n\nThis doesn\u2019t mean turning organizations into therapy offices. However, it does imply that indicators of psychological safety are just as important as performance metrics. Even more so, these two dimensions are interdependent and directly impact teams\u2019 ability to achieve their goals, and, by extension, the organization\u2019s success.<br><br>Here are some factors that influence the climate of psychological safety.<br><br><strong><em>La <\/em><\/strong><a href=\"https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/02\/20230210-Batir-la-confiance-LeaderZone.pdf\"><em><strong>confiance<\/strong><\/em><\/a><strong><em> pour une latitude d\u00e9cisionnelle<\/em><\/strong><br><br>Strict rules, rigid procedures, and overly precise expectations limit employees' ability to innovate and take initiative. They may lack confidence in their analytical skills, struggle with autonomy in making important decisions, and constantly need to refer to their manager, who tends to micromanage.  \n\nIn a climate of psychological safety, employees feel confident in using their skills effectively and in choosing how they work. They also participate in decisions related to their tasks.<br><br><strong><em>L\u2019ambiance de travail<\/em><\/strong><br><br>Tense relationships, hallway complaints, unspoken frustrations, and a generally negative atmosphere\u2014the list goes on, and the climate becomes toxic.  \n\nA climate of psychological safety does not mean the absence of conflict; in teams, confrontations are inevitable, and differing opinions are even desirable. However, psychological safety ensures that these confrontations remain productive, allowing employees to learn from diverse perspectives.<br><br><strong><em>Le soutien social<\/em><\/strong><br><br>Leaving employees to face their concerns and challenges alone fosters a sense of isolation and increases stress. They may feel overwhelmed by professional challenges if they don\u2019t sense that their manager provides a safety net to catch them and help them bounce back.  \n\nThrough humble, open, and active listening, a manager can better understand their challenges and work with them to explore possible solutions.<br><br><strong><em>La reconnaissance<\/em><\/strong><br><br>An employee may become anxious about their performance and role when their achievements go unnoticed, are not valued, or lack constructive feedback.  \n\nTo foster a climate of psychological safety, both small and large successes should be recognized\u2014even through a simple expression of gratitude and pride.<br><br><strong><em>La recherche de sens<\/em><\/strong><br><br>An employee needs to understand and embrace the purpose of their role and how it contributes to the success of their team and organization.  \n\nA climate of psychological safety allows them to express ideas, ask questions, and share concerns. This enables them to \u201cfind their place\u201d and feel aligned with their strengths. It also fosters open discussions with colleagues about the relevance of their work, challenges the status quo, and encourages the proposal of improvements and more effective ways to achieve goals.<br><br><strong><em>L\u2019expression de sa vuln\u00e9rabilit\u00e9<\/em><\/strong><br><br>Avoiding self-expression out of fear of criticism, retaliation, or harm significantly reduces motivation. If an employee cannot voice their concerns, worries, or negative emotions at work, these feelings will manifest in other areas of life (family, relationships, etc.), eventually impacting their mental health.  \n\nIn a climate of psychological safety, they have the right to say, \u201cI don\u2019t have the answer,\u201d \u201cI made a mistake,\u201d \u201cI\u2019m struggling,\u201d or \u201cI need help.\u201d They are heard and supported. Demonstrating vulnerability paves the way for other team members to do the same.<br><br><strong><em>L\u2019\u00e9chec d\u00e9stigmatis\u00e9<\/em><\/strong><br><br>While some jobs allow no room for error, where mistakes can be life-threatening, the majority of roles should view errors as opportunities for learning and improvement rather than sources of anxiety and stress. Employees should not feel the need to hide their mistakes out of fear of blame or dismissal.  \n\nNeuroscience has shown that fear consumes physiological resources, diverting them from the brain areas responsible for working memory, thereby impairing analytical thinking and creative ideas. Replacing criticism with constructive feedback fosters a culture where employees feel encouraged to try again, apply their ideas, and share them. This is a key driver of added value in an organization and contributes to collective intelligence.<br><br>N\u2019h\u00e9sitez pas \u00e0 consulter nos programmes chez LeaderZone, et en particulier \u00ab\u00a0<a href=\"https:\/\/leaderzone.ca\/en\/confiance-parcours\/\">Building trust<\/a>\u00a0\u00bb that will help your managers inspire trust and build confidence in their employees. Trust is the foundational pillar of a climate of psychological safety, for a sustainable, high-performing team and an organization where it\u2019s good to work!<br><\/td><\/tr><\/tbody><\/table><\/figure>","protected":false},"excerpt":{"rendered":"<p>\u00ab\u00a0Un climat d\u2019\u00e9quipe caract\u00e9ris\u00e9 par la confiance interpersonnelle et le respect mutuel dans lequel les gens sont \u00e0 l\u2019aise d\u2019\u00eatre eux-m\u00eames.\u00a0\u00bb<\/p>","protected":false},"author":3,"featured_media":8306,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[15],"tags":[53],"class_list":["post-8305","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ressources","tag-article"],"acf":[],"jetpack_featured_media_url":"https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/12\/tim-marshall-cAtzHUz7Z8g-unsplash-1-scaled.jpg","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/8305","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/comments?post=8305"}],"version-history":[{"count":5,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/8305\/revisions"}],"predecessor-version":[{"id":8317,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/8305\/revisions\/8317"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/media\/8306"}],"wp:attachment":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/media?parent=8305"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/categories?post=8305"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/tags?post=8305"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}