What to do to create Psychological safety

Here is a carousel of images from the article: The Anonymous Feedback Trap: Why it actually Undermines Psychological Safety by Gustavo Razzetti from his Fearless Culture newsletter. ✨

And here is an excerpt from it:

“While anonymous feedback may seem like a quick and easy way to gather input, it reinforces the idea that your team is unsafe. ????

There are only a few circumstances in which it would be risky to provide feedback openly and, thus, anonymous feedback can be justified in certain situations where it would be risky to provide feedback openly. Examples include confidential issues such as harassment or discrimination in the workplace, safety or ethical issue, such as whistleblowing, or when there are big power imbalances. ⚖️

Open feedback is a powerful tool for fostering a culture of trust and psychological safety within a team or organization. It encourages people to own their views, help tackles early issue on, encourages dialogue, position feedback as constructive rather than harmful.

Building the psychological safety muscle takes time – it requires a long-term commitment from the top. Start small and train often. By leveraging the power of open feedback, your team can achieve better outcomes, build stronger relationships, and ultimately achieve greater success.”✨❤️