![]() Tony Latter, Co-Founder of The Happiness Index, explains that “safety is linked to the instinctive brain type. Recently though, with the increase in focus on staff wellbeing, people are starting to see the importance of psychological safety, in the context of team happiness, as one of the basic needs you need to work on, in addition to needs such as motivation, recognition and connection. Since the study, there has been a lot of focus on the importance of psychological safety in team performance, with hundreds of blog posts, podcasts and books dedicated to it. The concept of psychological safety has been around since the 1960s, but it gained a lot of traction in 2012 when, after a 2-year study to find what made the perfect team, Google declared that psychological safety was the most important characteristic of their most successful teams. “Psychological safety is a condition in which you feel (1) included, (2) safe to learn, (3) safe to contribute, and (4) safe to challenge the status quo-all without fear of being embarrassed, marginalised, or punished in some way.” Timothy Clark - The four stages of Psychological Safety. However, the basic concept of Maslow’s theory is that before a person can take action to fulfil a need at one level the needs lower down in the pyramid must be fulfilled first. Interestingly the pyramid we usually associate with Maslow was not part of his original work and he actually emphasised how these needs are actually fluid and people can move back and forth between each stage. This is called psychological safety.Īccording to Maslow's theory, as human beings, we are motivated by our needs. In the workplace a part of your safety needs is the need to feel safe to express your views to feel safe to ask questions, voice your opinion or even suggest ideas without being laughed at or chastised. This may be job security, social stability and freedom of fear. ![]() In Maslow’s hierarchy of needs, he states that after your basic physiological needs (food, shelter, sleep), the needs for security and safety become salient. So, if an endless list of benefits is not the secret to creating a happy workforce, what is? You just have to look at the many companies who offer all those great benefits, coupled with massive salaries, and yet their staff are miserable regardless. I have no doubt that these policies will make some, or even all, of their team members happier however, by themselves, these benefits will not make your team genuinely happy. just Google “ How do you create a happy workforce” and see the results. When company owners or managers are asked what they do to make their team happy, they often list their perks: flexibility, remote working, more holidays etc.
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