How do individuals cope in Psychologically Unsafe Work Cultures?

Psychologically unsafe cultures negatively effect employee mental health. By developing coping mechanisms individuals will find it easier to function in such workplace. Although pressure in the workplace is often unavoidable, stress can be minimised.

Typical employee responses in unsafe cultures:

1. Employees do what they believe the job requires of them, even if its not clear what is actually required.
2. Employees find support through colleagues because of a lack of support from their line manager.
3. Employees focus on trying to prove their value to the organisation in ways such as coming in early and staying late. This means that employees, rather than performing in a productive way in the time they would usually spend at work, they focus on being at work.

More positive and sophisticated responses might include:

1. Focus on what can be controlled

Employees can focus on things they can directly control, rather than what they believe they can influence. Employees avoid worrying over things they cannot influence which decreases work stress.

2. Manage the Inner Chimp

The Chimp is described by Steven Peters in his book ‘the Chimp Paradox’ which illustrates the power of the emotional brain. In essence, Peters describes the Chimp as emotional reaction to events which can be more powerful than rational thinking.

Ones Inner Chimp may cause an individual who cannot control it, to act unprofessionally in the workplace. The Chimp may get you to do or say something that your rational brain would not wish you to do. The Chimp however can be managed once one recognises one has a chimp, and how their mind works. It allows you to manage your emotions and react to appropriate situations more rationally.

3. Initiate positive relationships

Good relationships in the workplace offer support for individuals. The relationship between employees and their line manager is paramount in psychological safety. When positive, the employee feels valued, recognised for their contribution, listened to, and understood by the line manager. The organisational benefits of these relationships are boosted morale, improved communication and productivity. 

4. Achieve a positive work/life balance

Employees dedicate time to recreation and relationships in order to achieve a more balanced life. By having balance, it gives the employee perspective on all parts of their life and enables them to cope with the varying demands of both work and home life.

There are 5 fundamentals of Psychological Safety which should be addressed in order for teams and individuals to function effectively, these are;

• Work Demands are sustainable.
• Work relationships are Constructive, Supportive and Value Driven.
• Work challenges, Tasks and Skills are in balance.
• Autonomy/Control is optimised.
• Leaders and Managers actively pre-empt Psychological Harm and Promote Wellbeing.

If you want to find out more about my evidence based work, please call me on 0191 224 8030 or email hamish@drummondhr.co.uk. I am always happy to share experiences with colleagues.