How to Tell If a Prospective Employer Values Psychological Safety

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How to Tell If a Prospective Employer Values Psychological Safety
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Psychological safety is a critical driver of engagement, superior decision-making, healthy team dynamics, and effective organizational execution.

Trishia*, one of my executive coaching clients, was driving the regulatory strategy for a global biotech company. At a recent cross-functional Zoom meeting, Gordon*, the VP of product development, publicly questioned Trishia’s approach. Trishia believed that Gordon didn’t understand the reasoning behind her proposal and was using the opportunity to flex his political muscle.psychological safety

Psychological safety has long been recognized as a critical driver of employee engagement, superior decision-making, healthy team dynamics, and effective organizational execution. Pre-Covid, psychological safety focused primarily on open communications between managers and employees in a traditional office setting.

Using gender-based pronouns such as “guy” or “he” to describe employees in general may imply a company’s cultural bias that discriminates against women. Instead, an organization that creates psychological safety for all applicants will choose a gender-neutral pronoun such as “they,” which acknowledges the full spectrum of gender identities, including people who are nonbinary.

“Trust is a currency to be exchanged between the job seeker and the employer, and vagueness is a power play and a sign of gamesmanship,” Cox explained. Be sure the interviewer offers specific parameters and answers to your questions during the interview to create psychological safety.

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