Our 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.

Two Hour Session

$1850 plus GST