In the evolving landscape of workplace culture, promoting psychosocial safety has become a top priority. But creating a genuinely safe environment requires more than policies—it requires understanding the actual experiences, concerns, and needs of employees. Leaders often want to know how their team feels about the company’s commitment to psychosocial safety, but navigating these conversations requires asking the right questions.
Asking employees directly about their experiences can be eye-opening, helping uncover areas for improvement and ensuring everyone feels secure, valued, and heard. Here’s how to get started with meaningful, effective questions about psychosocial safety.
Why Asking the Right Questions Matters
The right questions asked in the right way can help leaders gauge where their organisation truly stands on the psychosocial safety front. A structured, thoughtful approach to questioning creates an open, supportive dialogue, enabling employees to express concerns without fear of judgment or retaliation. This not only promotes psychological safety but also builds trust, engagement, and a sense of belonging.
Key Areas for Insightful Questions
- Understanding General Perceptions of Safety Start by gaining an overview of how employees feel about the safety culture. The following questions help assess general sentiments and identify any gaps in understanding or implementation:
- “Do you feel safe and supported in your role?”
- “How would you rate the company’s commitment to mental health and psychosocial safety on a scale of 1-10?”
- “Do you feel comfortable raising concerns or discussing challenges with your team or manager?”
- Identifying Specific Experiences and Concerns While general feedback is helpful, delving into specific experiences provides a clearer view of the daily reality for employees. Questions here can help uncover underlying issues and address them proactively:
- “Have you ever felt pressured or uncomfortable in a situation at work? If so, did you feel supported in addressing it?”
- “Have you experienced or witnessed behavior that could impact mental health or safety in the workplace?”
- “Are there any specific aspects of the workplace environment that you feel could be improved for a safer, more inclusive culture?”
- Evaluating Communication and Access to Support Psychosocial safety isn’t just about feeling safe in the present; it’s also about knowing there’s support available when needed. These questions evaluate whether employees know how to access support and feel that communication channels are open:
- “Are you aware of the resources available for mental health and wellbeing support?”
- “Do you know whom to approach if you need to discuss a safety concern?”
- “How comfortable do you feel accessing Employee Assistance Programs (EAP) or other wellbeing resources?”
- Exploring Areas for Growth and Improvement Identifying areas where employees feel improvements can be made encourages them to share valuable insights. This allows leaders to take action in ways that align with employees’ genuine needs:
- “What are some steps you think the company could take to improve overall safety and wellbeing?”
- “Is there any specific training or support you feel would help our team create a more inclusive environment?”
- “How can leaders better support you and ensure that everyone feels valued and respected?”
Creating an Environment for Honest Responses
Simply asking the right questions isn’t enough; the way these questions are posed and the environment in which they’re asked matter just as much. Here are some tips to create a conducive environment:
- Be Transparent: Explain why these questions are being asked and how responses will be used to improve the work environment.
- Foster Anonymity: If possible, offer anonymous channels for responses to encourage employees to be open without fearing repercussions.
- Follow Through on Feedback: Demonstrating that leadership is actively addressing feedback can foster ongoing trust and openness.
Turning Insights into Action
The goal of asking these questions isn’t just to gather information but to act on it. Insights gained from these conversations can serve as the foundation for tangible changes, including policy updates, training sessions, or a focus on specific areas where employees have expressed concerns. Regularly engaging with employees and showing a commitment to their feedback will reinforce a culture of continuous improvement.
Final Thoughts
Asking employees the right questions about psychosocial safety is a proactive step toward building a healthier workplace culture. Listening to employees’ experiences and understanding their perspectives can make all the difference, transforming abstract policies into lived practices and promoting an environment where everyone feels safe, respected, and empowered to thrive.
By engaging in meaningful conversations and taking action based on employees’ feedback, leaders can ensure that the organisation isn’t just saying the right things but is actively embodying its commitment to psychosocial safety.
