{"id":27957,"date":"2023-11-14T10:00:31","date_gmt":"2023-11-14T09:00:31","guid":{"rendered":"https:\/\/zestmeup.com\/blog\/securite-psychologique-la-cle-pour-booster-les-performances-de-vos-equipes-et-de-votre-entreprise\/"},"modified":"2026-01-18T19:32:50","modified_gmt":"2026-01-18T18:32:50","slug":"psychological-safety-the-key-to-boosting-the-performance-of-your-teams-and-your-businesspsychological-safety-the-key-to-boosting-the-performance-of-your-teams-and-your-business","status":"publish","type":"blog","link":"https:\/\/zestmeup.com\/en\/blog\/psychological-safety-the-key-to-boosting-the-performance-of-your-teams-and-your-businesspsychological-safety-the-key-to-boosting-the-performance-of-your-teams-and-your-business\/","title":{"rendered":"Psychological safety: the key to boosting the performance of your teams and your business\u00a0"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-2025-header\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h1 class=\"wp-block-heading\">Psychological safety: the key to boosting the performance of your teams and your business<\/h1>\n\n\n<h2>TAGLIST BLOCK<\/h2>\t\t\t\t\t\r\n\t\t\t\r\n\t\t\t\r\n\t\t\t\n\n<h2>Automatic H2 List Table of Content<\/h2>\n\n<h2>Author Metadata<\/h2>\n\n\n<p><\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n\n\n<div class=\"wp-block-group recap-wrapper\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p><strong>Summary of the article<\/strong><\/p>\n\n\n\n<p>What does psychological safety look like in companies? What are its indicators and benefits? And how can a digital solution such as Zest enable your company to create a climate of psychological safety?<\/p>\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n\n<h2><span style=\"font-size: 21px;\"><strong>What is psychological safety?\u00a0<\/strong><\/span><\/h2>\n<p>Psychological safety refers to a professional environment where:<\/p>\n<ul>\n<li>Employees can express their ideas and opinions freely,<strong> without fear of being judged<\/strong> or suffering negative consequences.<\/li>\n<li>Employees <strong>can take risks.<\/strong><\/li>\n<li>Employees<strong> can raise difficult issues<\/strong> and questions.<\/li>\n<li>Each person&#8217;s unique talents and skills <strong>are valued.<\/strong><\/li>\n<li>Employees are not blamed or punished for their <strong>mistakes<\/strong> (blameless postmortem, Google 2).<\/li>\n<\/ul>\n<p>We can consider that a climate of psychological safety exists at several levels: at the company level, at the team level, or within dyadic relationships (for example, between an employee and their manager, see Figure 1). To measure this concept, Amy Edmondson&#8217;s (1999 1) seven-question survey is by far the most widely used tool for assessing the climate within a team. For example:<\/p>\n<p style=\"padding-left: 40px;\"><em>Please indicate to what extent you agree or disagree with this statement: &#8220;<\/em><em>If I make a mistake within my team, they criticise me for it.&#8221;<\/em><\/p>\n<p>To measure psychological safety at the company level, we can replace the word \u2018team\u2019 with \u2018company\u2019 in the above sentence. Finally, we can assess individuals&#8217; perceptions of their own psychological safety in dyadic relationships (e.g. between an employee and their manager). For example:<\/p>\n<p style=\"padding-left: 40px;\"><em>Please indicate to what extent you agree or disagree with this statement: &#8220;<\/em><em>If I make a mistake, my manager criticises me for it.&#8221;<\/em><\/p>\n<p>Figure 1.<\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-8476\" src=\"https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/1-Flowchart-Psychological-Safety.png\" alt=\"\" width=\"1024\" height=\"768\" srcset=\"https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/1-Flowchart-Psychological-Safety.png 1024w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/1-Flowchart-Psychological-Safety-300x225.png 300w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/1-Flowchart-Psychological-Safety-768x576.png 768w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/1-Flowchart-Psychological-Safety-213x160.png 213w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/1-Flowchart-Psychological-Safety-80x60.png 80w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/1-Flowchart-Psychological-Safety-333x250.png 333w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/p>\n<h2>What are the benefits of psychological safety in the workplace?<\/h2>\n<p>Scientific literature shows that psychological safety has many positive impacts:<\/p>\n<p><b><span style=\"font-weight: 400;\">\ud83d\udfe2 <\/span>Performance :<\/b><span style=\"font-weight: 400;\"> The Aristotle project carried out by Google\u00b2 identified psychological safety as the distinguishing feature of the most effective teams. The results showed that the way the team functions as a whole is more important than the individuals who make it up. For example, do individuals feel comfortable enough to take risks? <\/span><\/p>\n<p><b><span style=\"font-weight: 400;\">\ud83d\udfe2 <strong>Learning:<\/strong> observed at both individual and team level (3), a culture of psychological safety allows individuals to learn from their mistakes rather than being blamed for them. <\/span><\/b><span style=\"font-weight: 400;\">\u00a0\u00a0<\/span><\/p>\n<p><b><span style=\"font-weight: 400;\">\ud83d\udfe2 <strong>Creativity and innovation:<\/strong> psychological safety is positively correlated with innovation and R&amp;D (4), particularly at the team level.<\/span><\/b><\/p>\n<p><b><span style=\"font-weight: 400;\">\ud83d\udfe2 <strong>Continuous and upward feedback<\/strong>: giving honest feedback to supervisors and informing them of mistakes made<\/span><\/b><span style=\"font-weight: 400;\"><sup>5<\/sup><\/span><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><b><span style=\"font-weight: 400;\">\ud83d\udfe2<strong> Freedom of expression:<\/strong> challenging the actions or decisions of supervisors<\/span><\/b><span style=\"font-weight: 400;\">\u00a0<\/span><span style=\"font-weight: 400;\"><sup>6<\/sup><\/span><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><b><span style=\"font-weight: 400;\">\ud83d\udfe2 <strong>Open communication:<\/strong> sharing knowledge and reporting errors within the team<\/span><\/b><span style=\"font-weight: 400;\"><sup>7<\/sup><\/span><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><b><span style=\"font-weight: 400;\">\ud83d\udfe2 <a href=\"https:\/\/zestmeup.com\/en\/solution\/employee-engagement-measure-it-and-grow-it\/\"><strong>Employee engagement<\/strong><\/a>: the more employees feel psychologically secure, the more committed they are to their work.<\/span><\/b><span style=\"font-weight: 400;\"><sup>8 9<\/sup><\/span><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For all results relating to the different levels, see the study by Newman et al., (2017) <\/span><span style=\"font-weight: 400;\"><sup>7<\/sup><\/span><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h2><span style=\"font-size: 21px;\">An update on diversity and inclusion (D&amp;I)<\/span><\/h2>\n<p><span style=\"font-weight: 400;\"><sup><span style=\"font-size: 18px;\">Psychological safety is just as essential to the success of diversity and inclusion initiatives. By definition, a climate of psychological safety is one in which employees can express themselves freely, without fear of negative consequences, and where they are accepted for who they are. Studies show that it is essential to establish a climate of psychological safety in order to leverage the diversity of a workforce (particularly to optimise performance). In this way, we can consider psychological safety as a mediator in the relationship between diversity and employee performance (<\/span>10)<\/sup><\/span><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h2><img decoding=\"async\" class=\"wp-image-17319 aligncenter\" src=\"https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-300x75.jpg\" alt=\"\" width=\"664\" height=\"166\" srcset=\"https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-300x75.jpg 300w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-1024x256.jpg 1024w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-768x192.jpg 768w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-1536x384.jpg 1536w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-360x90.jpg 360w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-200x50.jpg 200w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-560x140.jpg 560w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-1400x350.jpg 1400w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-1100x275.jpg 1100w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-648x162.jpg 648w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1-720x180.jpg 720w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety1.jpg 1584w\" sizes=\"(max-width: 664px) 100vw, 664px\" \/><span style=\"font-size: 21px;\">What metrics can be used to measure psychological safety?<\/span><\/h2>\n<p>To fully understand how to improve psychological safety and boost employee engagement and performance, we must first understand its indicators (see Figure 1). We can consider that the indicators relate to different levels.<\/p>\n<p><strong>In regard to the organization<\/strong>, studies show that:<\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">The support offered by the company (such as support for people returning to work after a long absence or the introduction of a mentor),<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\">Company policies on diversity (10) and, in particular, how individuals, especially those from minority groups, perceive these organisational efforts,<\/li>\n<\/ul>\n<p>&#8230; influence the level of psychological safety within the company (7). With its Mood feature, engagement meter and trust climate survey model, Zest allows you to better understand your <a href=\"_wp_link_placeholder\" data-wplink-edit=\"true\"><strong>employee experience<\/strong><\/a> and implement actions aligned with your teams&#8217; needs.<\/p>\n<p><span style=\"font-size: 18px;\"><strong>At the team level:<\/strong>\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">The<strong> structure and organisation<\/strong> of the team (the more clearly defined the division of tasks, the role of leaders within the team, priorities, daily tasks and procedures are, the more employees feel psychologically secure),<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><strong>Relationships<\/strong> between team members (can team members trust each other? (8)<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><strong>Leadership practices<\/strong> such as inclusivity of leaders (6) (do managers listen to the team&#8217;s ideas?) and shared leadership (3) (sharing responsibilities or tasks among team members),<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u2026enable the creation of a climate of psychological safety felt by teams. <\/span><\/p>\n<h3><span style=\"font-size: 18px;\">At the dyadic level: <\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">The behaviour of managers\/supervisors, particularly their integrity (consistency between what a person says and what they do)<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u2026 also influence the sense of psychological security<\/span><span style=\"font-weight: 400;\"><sup>11<\/sup><\/span><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Of course, individual differences inevitably play an important role, particularly self-awareness, which is negatively correlated with perceived psychological safety. <\/span><span style=\"font-weight: 400;\"><sup>8<\/sup><\/span><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p>\u00a0<\/p>\n<p><img decoding=\"async\" class=\"wp-image-17323 aligncenter\" src=\"https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-300x75.jpg\" alt=\"\" width=\"664\" height=\"166\" srcset=\"https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-300x75.jpg 300w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-1024x256.jpg 1024w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-768x192.jpg 768w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-1536x384.jpg 1536w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-360x90.jpg 360w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-200x50.jpg 200w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-560x140.jpg 560w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-1400x350.jpg 1400w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-1100x275.jpg 1100w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-648x162.jpg 648w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2-720x180.jpg 720w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2021\/09\/psychological-safety2.jpg 1584w\" sizes=\"(max-width: 664px) 100vw, 664px\" \/><\/p>\n<h2><span style=\"font-size: 21px;\">What situations can cause anxiety in the workplace?<\/span><\/h2>\n<ul>\n<li><span style=\"font-weight: 400;\"><strong> Work overload: <\/strong>working in a constantly high-pressure environment causes anxiety. Consider setting reasonable deadlines and workloads.<\/span><\/li>\n<li><strong style=\"color: initial;\">Excessive control of teams:<\/strong><span style=\"color: initial;\"> micromanagement makes employees feel monitored and undervalued. Trusting your team is essential for maintaining healthy relationships.<\/span><\/li>\n<li><strong>Harassment and discrimination<\/strong>: the workplace must be a place where employees feel psychologically and physically safe.<\/li>\n<li>\n<p><strong>Job insecurity:<\/strong> precarious contracts prevent employees from planning for their future within the organisation and feeling valued.<\/p>\n<\/li>\n<li>\n<p><strong>A toxic organisational culture:<\/strong> a negative culture that lacks trust and shows little recognition can cause stress and possibly burnout among employees.<\/p>\n<\/li>\n<li>\n<p><strong>Poor communication:<\/strong> employees should be supported through change rather than forced to endure it. Communicating about the stages and changes inherent in the business is essential.<\/p>\n<\/li>\n<\/ul>\n<p><br \/><a href=\"https:\/\/zestmeup.com\/en\/solution\/\"><img decoding=\"async\" class=\"aligncenter wp-image-27267 size-large\" src=\"https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-1024x279.png\" alt=\"\" width=\"1024\" height=\"279\" srcset=\"https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-1024x279.png 1024w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-300x82.png 300w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-768x209.png 768w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-360x98.png 360w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-200x55.png 200w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-560x153.png 560w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-1050x286.png 1050w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-144x39.png 144w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-648x177.png 648w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1-720x196.png 720w, https:\/\/zestmeup.com\/web\/wp-content\/uploads\/2025\/10\/banner-logiciel-RH-1.png 1100w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/p>\n<p>\u00a0<\/p>\n<h2><span style=\"font-size: 21px;\">How can we create a climate of psychological safety?<\/span><\/h2>\n<h3><span style=\"font-weight: 400; font-size: 18px;\">\ud83d\udcab <strong>Foster a sense of belonging:<\/strong><\/span><\/h3>\n<p>Feeling aligned with the company&#8217;s values and being able to demonstrate their impact on the company&#8217;s development allows employees to feel grounded and move forward with confidence.<\/p>\n<h3><span style=\"font-weight: 400; font-size: 18px;\">\ud83d\udcab <span style=\"color: #21304e;\"><strong>Favoriser l\u2019apprentissage:<\/strong> <\/span><\/span><\/h3>\n<p><span style=\"font-weight: 400; font-size: 18px;\">Chacun a besoin d&#8217;\u00e9voluer et apprendre de nouvelles comp\u00e9tences permet \u00e0 chaque collaborateur de rester stimul\u00e9 et enthousiaste.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400; font-size: 18px;\">\ud83d\udcab <strong>Promoting learning:<\/strong><\/span><\/h3>\n<p><span style=\"font-size: 18px;\">Teamwork is a source of energy, it promotes bonds between colleagues and allows everyone to get involved in the collective. <\/span><\/p>\n<h3><span style=\"font-weight: 400; font-size: 18px;\">\ud83d\udcab<span style=\"color: #21304e;\"><strong> Encourage critical thinking:<\/strong><\/span><\/span><\/h3>\n<p>Questioning oneself promotes progress and improvement and allows one to remain in a dynamic state of evolution.<\/p>\n<p><span style=\"font-weight: 400; font-size: 16px;\"><span style=\"font-size: 18px;\">\ud83d\udcab <strong>Building a culture of failure:<\/strong><\/span><span style=\"color: #21304e;\"><br \/><\/span><span style=\"font-size: 18px;\">Projects that have not been successful provide opportunities to learn and develop practices.<\/span> <br \/><\/span><\/p>\n<h2><span style=\"font-size: 21px;\">The role of each individual in creating a climate of psychological safety<\/span><\/h2>\n<h3><span style=\"font-size: 18px;\"><strong><span style=\"font-weight: 400;\">\ud83d\udc64 <\/span>Leaders and managers<\/strong><\/span><\/h3>\n<p>Leaders and managers have two essential roles. They serve as role models and provide support to employees. Their behaviour has a direct impact on the working environment. Encouraging open communication, treating employees with respect and ensuring a caring working environment are necessary for teams to enjoy good psychological health.<\/p>\n<h3><span style=\"font-size: 18px;\"><strong><span style=\"font-weight: 400;\">\ud83d\udc64<strong> Staff members<\/strong><\/span><\/strong><\/span><\/h3>\n<p>Employees are essential links in the team. They can support and listen to each other and nurture the company&#8217;s caring culture by providing feedback and sharing their concerns.<\/p>\n<h3><span style=\"font-size: 18px;\"><strong><span style=\"font-weight: 400;\">\ud83d\udc64 <strong>Human resources professionals<\/strong><\/span><\/strong><\/span><\/h3>\n<p>Human resources professionals monitor and resolve conflicts, can implement a reporting policy to protect employees, and also offer training and awareness-raising sessions on psychological safety in the workplace.<\/p>\n<h2><span style=\"font-size: 21px;\">What tools can be used to regularly monitor the psychological safety climate?<\/span><\/h2>\n<p>In practical terms, how can you create a climate of psychological safety within your company? Here are a few suggestions with Zest:<\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\">First, <span style=\"color: #00d85d;\"><strong>monitor the level of psychological safety<\/strong><\/span> in your company using the module: Listen &gt; Surveys.<\/li>\n<\/ul>\n<div class=\"no-margin-bot\">\n<p>\u00a0<\/p>\n<\/div>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"color: #00d85d;\"><strong>Check in with your employees regularly<\/strong><\/span>: with the Listen module, you can allow your employees (both staff and managers) to indicate how they are feeling each day (anonymously or publicly). And don&#8217;t hesitate to do a quick round-table discussion before starting a meeting to find out what concerns your employees have.<\/li>\n<\/ul>\n<div class=\"no-margin-bot\">\n<p>\u00a0<\/p>\n<\/div>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"color: #00d85d;\"><strong>Give your employees a voice:<\/strong> <\/span>with the Share &gt; Ideas module, you can create a space where employees can share their ideas with the team and management. Respond to these ideas or comment on them to show that you are listening to your employees (and above all, make sure that these ideas are followed up with action!). Asking employees to share their ideas, thoughts and opinions is one of the main ways to create a culture of psychological safety.<\/li>\n<\/ul>\n<div class=\"no-margin-bot\">\n<p>\u00a0<\/p>\n<\/div>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"color: #00d85d;\"><strong>Encourage a culture of feedback:<\/strong><\/span> continuous, informal and, above all, bottom-up feedback encourages employees to share their opinions about management with confidence. With a simple and easily accessible tool, everyone can receive and give feedback anytime, anywhere, using Zest.<\/li>\n<\/ul>\n<h2><span style=\"font-size: 21px;\"><strong>Conclusion<\/strong><\/span><\/h2>\n<p>To gain a competitive advantage in their industry, companies must encourage their employees to share their new and innovative ideas. Although this concept is new, studies show that a climate of psychological safety is key. Zest offers a simple and effective solution to help your company develop this climate and, as a result, boost the engagement, performance, creativity (among other things) of your teams and your company!<\/p>\n<p>\u00a0<\/p>\n<p>\u00a0<\/p>\n<h4><span style=\"font-size: 9px;\"><strong>R\u00e9f\u00e9rences<\/strong><\/span><\/h4>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">1<\/span><span style=\"font-weight: 400;\"> Edmondson, A. (1999). Psychological safety and learning behavior in work teams. <\/span><i><span style=\"font-weight: 400;\">Administrative science quarterly<\/span><\/i><span style=\"font-weight: 400;\">, <\/span><i><span style=\"font-weight: 400;\">44<\/span><\/i><span style=\"font-weight: 400;\">(2), 350-383<\/span><\/span><\/p>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">2<\/span><span style=\"font-weight: 400;\"> Google (2012). Project Aristotle<\/span><i><span style=\"font-weight: 400;\">.<\/span><\/i> <a href=\"https:\/\/rework.withgoogle.com\/print\/guides\/5721312655835136\/\"><span style=\"font-weight: 400;\">https:\/\/rework.withgoogle.com\/print\/guides\/5721312655835136\/<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span><\/span><\/p>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">3<\/span><span style=\"font-weight: 400;\"> Liu, S., Hu, J., Li, Y., Wang, Z., &amp; Lin, X. (2014). Examining the cross-level relationship between shared leadership and learning in teams: Evidence from China. <\/span><i><span style=\"font-weight: 400;\">The leadership quarterly<\/span><\/i><span style=\"font-weight: 400;\">, <\/span><i><span style=\"font-weight: 400;\">25<\/span><\/i><span style=\"font-weight: 400;\">(2), 282-295.<\/span><\/span><\/p>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">4<\/span><span style=\"font-weight: 400;\"> Carmeli, A., Reiter-Palmon, R., &amp; Ziv, E. (2010). Inclusive leadership and employee involvement in creative tasks in the workplace: The mediating role of psychological safety. <\/span><i><span style=\"font-weight: 400;\">Creativity Research Journal<\/span><\/i><span style=\"font-weight: 400;\">, <\/span><i><span style=\"font-weight: 400;\">22<\/span><\/i><span style=\"font-weight: 400;\">(3), 250-260.<\/span><\/span><\/p>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">5<\/span><span style=\"font-weight: 400;\"> Wilkens, R., &amp; London, M. (2006). Relationships between climate, process, and performance in continuous quality improvement groups. <\/span><i><span style=\"font-weight: 400;\">Journal of Vocational Behavior<\/span><\/i><span style=\"font-weight: 400;\">, <\/span><i><span style=\"font-weight: 400;\">69<\/span><\/i><span style=\"font-weight: 400;\">(3), 510-523.<\/span><\/span><\/p>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">6<\/span><span style=\"font-weight: 400;\"> Bienefeld, N., &amp; Grote, G. (2014). Speaking up in ad hoc multiteam systems: Individual-level effects of psychological safety, status, and leadership within and across teams. <\/span><i><span style=\"font-weight: 400;\">European journal of work and organizational psychology<\/span><\/i><span style=\"font-weight: 400;\">, <\/span><i><span style=\"font-weight: 400;\">23<\/span><\/i><span style=\"font-weight: 400;\">(6), 930-945.<\/span><\/span><\/p>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">7<\/span><span style=\"font-weight: 400;\"> Newman, A., Donohue, R., &amp; Eva, N. (2017). Psychological safety: A systematic review of the literature. <\/span><i><span style=\"font-weight: 400;\">Human Resource Management Review<\/span><\/i><span style=\"font-weight: 400;\">, <\/span><i><span style=\"font-weight: 400;\">27<\/span><\/i><span style=\"font-weight: 400;\">(3), 521-535.<\/span><\/span><\/p>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">8<\/span><span style=\"font-weight: 400;\"> May, D. R., Gilson, R. L., &amp; Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. <\/span><i><span style=\"font-weight: 400;\">Journal of occupational and organizational psychology<\/span><\/i><span style=\"font-weight: 400;\">, <\/span><i><span style=\"font-weight: 400;\">77<\/span><\/i><span style=\"font-weight: 400;\">(1), 11-37.<\/span><\/span><\/p>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">9<\/span><span style=\"font-weight: 400;\"> Chen, C., Liao, J., &amp; Wen, P. (2014). Why does formal mentoring matter? The mediating role of psychological safety and the moderating role of power distance orientation in the Chinese context. <\/span><i><span style=\"font-weight: 400;\">The International Journal of Human Resource Management<\/span><\/i><span style=\"font-weight: 400;\">, <\/span><i><span style=\"font-weight: 400;\">25<\/span><\/i><span style=\"font-weight: 400;\">(8), 1112-1130.<\/span><\/span><\/p>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">10<\/span><span style=\"font-weight: 400;\"> Singh, B., Winkel, D. E., &amp; Selvarajan, T. T. (2013). Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance?. <\/span><i><span style=\"font-weight: 400;\">Journal of Occupational and Organizational Psychology<\/span><\/i><span style=\"font-weight: 400;\">, <\/span><i><span style=\"font-weight: 400;\">86<\/span><\/i><span style=\"font-weight: 400;\">(2), 242-263.<\/span><\/span><\/p>\n<p><span style=\"font-size: 9px;\"><span style=\"font-weight: 400;\">11<\/span><span style=\"font-weight: 400;\"> Palanski, M. E., &amp; Vogelgesang, G. R. (2011). Virtuous creativity: The effects of leader behavioural integrity on follower creative thinking and risk taking. <\/span><i><span style=\"font-weight: 400;\">Canadian Journal of Administrative Sciences\/Revue Canadienne des Sciences de l&#8217;Administration<\/span><\/i><span style=\"font-weight: 400;\">, <\/span><i><span style=\"font-weight: 400;\">28<\/span><\/i><span style=\"font-weight: 400;\">(3), 259-269.<\/span><\/span><\/p>","protected":false},"excerpt":{"rendered":"<p> \u00c0 quoi ressemble la s\u00e9curit\u00e9 psychologique dans les entreprises ? Quels en sont les indicateurs et b\u00e9n\u00e9fices ? Et comment une solution digitale telle que Zest peut-elle permettre \u00e0 votre entreprise de cr\u00e9er un climat de s\u00e9curit\u00e9 psychologique ?\u00a0<\/p>\n","protected":false},"featured_media":0,"menu_order":0,"template":"","blogcategory":[52],"class_list":["post-27957","blog","type-blog","status-publish","hentry","blogcategory-employee-experience"],"_links":{"self":[{"href":"https:\/\/zestmeup.com\/en\/wp-json\/wp\/v2\/blog\/27957","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/zestmeup.com\/en\/wp-json\/wp\/v2\/blog"}],"about":[{"href":"https:\/\/zestmeup.com\/en\/wp-json\/wp\/v2\/types\/blog"}],"wp:attachment":[{"href":"https:\/\/zestmeup.com\/en\/wp-json\/wp\/v2\/media?parent=27957"}],"wp:term":[{"taxonomy":"blogcategory","embeddable":true,"href":"https:\/\/zestmeup.com\/en\/wp-json\/wp\/v2\/blogcategory?post=27957"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}