Poll results: Do you feel safe to speak up at work?
Here are the results of the poll in Newsletter #25
Do you feel safe to speak up at work?
10,1% (No, it feels better to just hold back)
17,4% (Yes, but it’s not worth the effort)
41,7% (That really depends on the audience)
30,7% (Yes, I feel safe to say anything)
Total votes: 228
“Psychological safety is the belief that you can speak up, take risks and put forward ideas, questions or challenges without facing ridicule or retaliation.”
When employees feel safe, they trust that they can admit mistakes, seek feedback or even fail without dire consequences. Not only does this lead to greater team success, but it can be lifesaving in certain settings, such as when a nurse challenges a doctor at a critical moment in the neonatal intensive care unit. And even in lower-stakes environments, teams with psychological safety have a higher chance of innovation, growth and expansion and better collaboration, trust and inclusion.
After all, satisfaction with your job is important to your happiness, providing a sense of purpose in your life, contributing to your individual performance, and is also a nice addition to an organization’s performance.
For more info see this old blog:
Psychological Safety: How Pioneers Create Engaged Workforces (https://corporate-rebels.com/psychological-safety-79185/)
And this NY Times article: Why Is It So Hard to Speak Up at Work? (https://www.nytimes.com/2021/03/15/us/workplace-psychological-safety.html)
Do you want to cast your vote in our next poll? Subscribe to our newsletter here: https://corporate-rebels.com/newsletter
Recently, a CEO told us something along the lines of this: "I am trying to set a bit of a frame for a remuneration conversation—for myself and other leaders. One way of talking about it is the ‘appropriate´ ratio of lowest to highest paid, from the front lines to CEO. I also recall you saying that if you ask employees what they think, the usual response is in the order of 6 to 8 times. Is my memory accurate? Are you aware of any empirical basis for this? Or have I made it up?!"
The vast majority of employers have been fiercely against the idea of remote work for ages. Before the pandemic hit, most companies lacked the trust and flexibility (and imagination, apparently) to believe it would benefit themselves and their employees.
Imagine a company that is future-proof and ready for the world after the COVID-19 pandemic. Imagine a company that is dynamic, risk-taking, adventurous, rapidly moving, entrepreneurial, sharing profits, flexible, and growing fast. This all sounds like a startup, right? Not necessarily. It can also be the characteristics of a subsidiary of a larger company. At least, that is what the case of Haier Germany shows us.