If you wish a team to own higher performance then you must create psychological safety for them. As per Google and Amy Edmondson Studies are done separately they both concluded on a result that Psychological safety is the key to higher performance. Psychological safety is a belief that if you voice your opinion, ideas, concerns, and mistakes you will not be humiliated or punished.

When team members can suggest their concerns and ideas in a team for their project they start to feel like an important part of a team and also consider the project as their responsibility. A simple task of voicing out helps to be a well-performing team. In this agile and highly demanding work environment, what are the key ways to create it?

We have optimised five easy and more effective ways as below which will provide the best results
You are the centre of the team

First of all, understand that you are the centre of the team your every action will decide how your team will perform. The basic things you have to follow for your team are;

1) Show your team that you are listening to them and understand them.
2) Avoid triggering a fight or conflicts in team
3) Pre guess the conflicts and if not avoidable be ready with the counterattack.

Bring self-awareness by making understand, everyone is different still identical

Every person has their personality, work style and preferences which they bring at work. But as they have these differences they also have commons like, hope, anxiety and responsibilities of works. You have to make them aware of the commons and differences by various methods like behavioural assessment etc.

Replace the blame game with curiosity

In most cases blaming is the cause of conflicts and results in a contagious team. Not only within team members but yourself should also avoid blaming your team.

1) Having a learning mind-set
2) Avoiding peer to peer negative talk and
3) Creating curiosity about the solutions for the issues and team development

This all will help to achieve the target of avoiding the blame game.

Be eager for feedbacks

Getting feedback about what you probably did well and what to improve will help to improvise your team. Not only taking feedback from a customer but also team member’s help you a lot. This single point will take you ahead of your opponents and provide an opportunity to remove blind spots in your leadership.

Measure the psychological safety

Knowing from team members how much they feel safe in interacting and what can improve their safety is also a way to provide psychological safety in a team. Taking regular surveys for psychological safety within a team will make the team build trust in you as they will feel you are responsible and also flexible for team up-gradation.

Using all the keys at once isn’t surely answer but building psychological safety step by step will provide outstanding results in this agile and over-demanding work environment.