Emotions Can’t Be Left at the Time Clock

Using Dialogue to Build Psychological Safety in the Workplace

How much of your day or week do you spend at work—or even just thinking about it?

Given the significant time we dedicate to our jobs, it’s essential to cultivate a work environment where our contributions are valued and we feel a sense of belonging. Studies show that positive working relationships significantly enhance employee motivation and effectiveness.

The issue isn’t about working overtime or taking work home—it’s about emotions.

Negative emotions from workplace relationships don’t simply disappear at the end of the workday. Conflicts, lack of trust in leadership, and unresolved tensions can linger, affecting well-being, sleep, and even personal relationships.

Have you ever worked in an environment where team tensions made you feel like you were constantly walking on eggshells?

When conflicts remain unresolved, minor disagreements escalate, leading to avoidance, disengagement, and decreased motivation. Yet, expressing emotions in professional settings is often seen as unprofessional, causing employees to suppress concerns rather than address them.

Creating Psychological Safety

“The most effective teams are not necessarily those with the highest skill levels—but rather those where individuals feel comfortable speaking up.”

In The Fearless Organisation, she highlights how psychological safety fosters a culture of learning and enhances performance.

Psychological safety refers to an environment where employees feel secure expressing their thoughts, ideas, and concerns without fear of negative consequences. It requires teams to focus not only on their tasks but also on how they collaborate. When employees feel heard, respected, and supported, communication improves, teamwork strengthens, and job satisfaction rises. Like personal relationships, strong workplace relationships take effort, time, and a willingness to engage—especially when differences arise.

Addressing Defensive Behaviors

Speaking up about defensive behaviors or microaggressions is difficult. It requires a structured format that enables open, respectful discussions. An external facilitator can help create a safe space to address hurtful behaviors and the emotions they evoke.

One approach, inspired by Safe Conversations Dialogues by Harville Hendrix and Helen Hunt, provides a framework for addressing interpersonal challenges thoughtfully. By slowing down discussions, acknowledging differences, and fostering respect, employees can see that difficult conversations are possible. This deeper understanding can lead to meaningful behavioral change, strengthening workplace culture.

Investing in Healthy Workplace Relationships

A workplace that prioritizes strong interpersonal relationships isn’t just a “nice-to-have”—it’s essential for a thriving, high-performing environment. Organizations that invest in fostering psychological safety and open communication lay the foundation for teams to reach their full potential, ensuring a culture where employees feel valued, heard, and empowered.

Interested in learning more? Get in touch: margret.steixner@intercultural-perspectives.com

Sources:

Edmondson, Amy C. (2019): The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Hoboken: Wiley. Online: https://ebookcentral.proquest.com/lib/kxp/detail.action?docID=5596894.

Edmondson, Amy: Psychological Safety and Learning Behavior in Work Teams. Harvard University. Online: https://web.mit.edu/curhan/www/docs/Articles/15341_Readings/Group_Performance/Edmondson%20Psychological%20safety.pdf (accessed 05.04.2022).

Hendrix, Harville; Hunt, Helen (2024): How to Talk with Anyone About Anything: The Practice of Safe Conversations von Harville Hendrix, H. LaKelly Hunt, Thomas Nelson Incorporated, ISBN: 978-0-7852-3872-1

https://www.oregon.gov/das/HR/Documents/Arbinger-2024-CultureReport.pdf