Psychological safety is key for a supportive and productive workplace

As organizations navigate today's rapidly evolving work environment, prioritizing employee mental well-being and psychological safety has become essential for maintaining a healthy and supportive workforce. 

For the 89% of employees who consider psychological safety at work crucial, a supportive workplace significantly boosts productivity, reduces turnover rates, and fosters a culture of trust and inclusivity. When mental health is a priority, both individuals and organizations can perform at their best.

However, despite the clear benefits of implementing mental health resources and open communication channels, many employees feel less psychologically safe than their managers and senior-level executives. This disconnect between organizational culture and its actual implementation leads to negative attitudes towards productivity, collaboration and overall well-being. A lack of psychological safety can exacerbate mental health symptoms, increase workplace violence and result in higher turnover. To bridge this gap, organizations must introduce more mental health initiatives and ensure these policies are effectively implemented. 

Read more:  Lack of psychological safety could cost companies up to $15 million a year

For benefits advisers, promoting initiatives that support a psychologically safe workplace begins with HR. It's about creating avenues for employees to reduce stress and anxiety beyond traditional perks like gym memberships and health insurance. Promoting mental health apps like Talkspace and Ginger, and offering comprehensive benefits that include therapy, are excellent starting points. 

In the U.S. alone, burnout rates are now at 45% based on factors like workload, staff shortages and work-life balance concerns. For managers, supporting mental health by conducting routine check-ins and encouraging work-life balance foster healthier working environments and improve employee satisfaction.

Mental health is as critical as physical health, and a lack of psychological safety can lead to high turnover rates and absenteeism. When employees' emotional well-being suffers, it directly impacts retention and productivity. In fact, psychological safety is a key characteristic of high-performing teams, with 90% of high-performing teams embracing it as a priority. 

Read more:  How 'psychological first aid' can help employees manage the stress of current events

As a response, companies, including Aquent, have implemented policies such as unlimited paid time off to support mental health. This approach ensures that taking a mental health day or an impromptu break is not just accepted but encouraged. It's also important that the time off is truly restful and restorative. With the remote work culture, it can be easy for an employee to try to justify hopping on calls while feeling physically or mentally unwell. A healthy workplace culture should convey that just because it's easier to be connected, doesn't mean that unplugging isn't important — it may even be more so. 

Leaders can exemplify these values in small but significant ways such as asking an employee, "What can I do to ensure you are able to truly take time off?" or "How can we support you in taking breaks?" Furthermore, eliminating bureaucratic hurdles like lengthy requests for leave approval processes allows employees to prioritize their needs and alleviates the stress that comes from feeling bad for going against policy, which may actually compound the stress they are already feeling.  

Read more:  How employers can incorporate financial wellness into DEI

Financial stress is another significant factor affecting psychological safety. According to a recent study by Nerd Wallet, about 84% of Americans feel financial stress with concerns ranging from the cost of food (50%) to housing (40%). With high inflation, it's been an especially difficult few years for many people. 

When it comes to benefits advisers, it's important to remember that employees are people first, and their lives are often more complex than what they may let on in the professional world. When it comes to financial security, employers can help by being transparent and supportive of employees' financial wellness. For instance, some companies, including Aquent, offer weekly pay, helping employees manage short-term expenses and maintain a consistent cash flow. In addition, financial wellness webinars on budgeting, saving and smart spending, in collaboration with experts like Fidelity and Bank of America, can provide employees with the tools needed for financial stability and peace of mind. Investing in financial wellness goes beyond fair compensation. It's an investment in the community.

Employee Resource Groups (ERGs) are also crucial in building community and mutual support among co-workers and companies. ERGs provide safe spaces for discussing sensitive topics such as mental health, social issues and personal struggles, which are intertwined in everyday life and can impact an individual's well-being and sense of belonging in the workplace. The importance of creating these safe spaces cannot be overstated for employees from marginalized communities. Employees can feel heard and supported in an inclusive environment by engaging in conversations about gun violence, Supreme Court decisions and the upcoming election. 

Read more:  When employees connect, their wellness improves

One Weber Shandwick Collective agency survey found that 84% of American employees are satisfied with their jobs at companies where leaders speak up about critical events and issues. Once we address these issues openly and in a forum, without titles and positions, employees can bring their whole selves to work, knowing their contributions are valued. ERGs provide a human connection as we all need support navigating the ever-changing societal and political landscapes. 

Psychological safety is the foundation of a supportive workplace, and it goes beyond policies and benefits. It ensures employees feel safe to express themselves, share ideas and take risks without fear of negative consequences. 

For benefits advisers, promoting comprehensive physical, mental and financial health initiatives is key to creating a culture where employees feel valued and secure. Creating sustainable mental well-being and psychological safety is about fostering a workplace where employees feel empowered to bring their whole selves to work. By cultivating a supportive and inclusive environment, we can ensure employees not only survive but thrive both in and out of the office.