Psychological Safety at Work Interviews
To gather insights about the level of psychological safety within a workplace, understanding the factors contributing to or inhibiting it, and identifying ways to enhance it. Contact UsOur Framework for Conducting Psychological Safety at Work Interviews
1. Preparation:
- Identify Interviewees: Choose a diverse range of team members from various roles, departments, tenure, and backgrounds.
- Environment: Choose a quiet, private location to ensure confidentiality and allow the interviewee to speak openly.
- Develop a Rapport: Ensure that the interviewer is someone whom interviewees would feel comfortable speaking to.
- Materials: Prepare recording devices (with interviewee’s consent), note-taking materials, and a set list of questions.
- Briefing: Inform the participants about the purpose of the interview and assure confidentiality.
2. Introduction (5 minutes):
- Reiterate the purpose of the interview.
- Emphasize the confidentiality of the responses.
- Ask for consent to record the session, if applicable.
3. Main Interview Questions (40 minutes):
Start with broad questions, moving to more specific ones.
a. General Perceptions:
- How would you describe the current team culture?
- Do you feel you can be your true self at work?
b. Openness and Trust:
- Can you recall a time when you held back from speaking out about a concern or idea? Why?
- How do you feel when making mistakes at work?
- Do you feel that you can trust your colleagues and superiors with your concerns?
c. Feedback and Learning:
- How is feedback typically given and received in the team?
- Can you share an instance where feedback led to positive change?
d. Inclusion and Respect:
- Have you ever felt left out or excluded from discussions or decisions?
- Are diverse perspectives actively sought and valued here?
e. Challenges and Improvements:
- What challenges do you face in feeling psychologically safe at work?
- How can the organization improve psychological safety?
4. Wrap-Up (10 minutes):
- Ask if there are any other points or experiences they’d like to share.
- Discuss the next steps – when and how the results will be communicated, and potential follow-ups.
- Thank them for their honesty and time.
5. Post-interview Analysis:
- Transcribe and Categorize: If recorded, transcribe the interviews and categorize responses under common themes.
- Identify Patterns: Look for recurring sentiments or specific issues across interviews.
- Recommendations: Based on the feedback, draft a set of recommendations on how to improve psychological safety in the workplace.
d. Feedback to Stakeholders: Share the findings and recommendations with decision-makers in the organization.
6. Action Plan:
- Prioritize: Rank recommendations based on feasibility, impact, and urgency.
- Implementation: Create a roadmap for implementing the recommendations, ensuring to assign responsibilities and set timelines.
- Feedback Loop: Introduce a mechanism where employees can continuously provide feedback on psychological safety measures.
7. Review and Continuation:
- Schedule follow-up interviews or surveys after a set period (e.g., 6 months) to gauge the impact of changes made.
- Continue to foster a culture of open dialogue and active listening.
Remember, our goal is to foster a work environment where employees feel safe to take risks, voice their opinions, and be themselves without fear of punishment or humiliation.
One Hour Session
$1250 plus GST