Fostering Psychological Safety in the Workplace
Author : Insight Psychological Inc.
How well does your workplace prioritize mental health? According to the Mental Health Commission of Canada, "seventy per cent of Canadian employees are concerned about the psychological health and safety of their workplace, and 14 per cent don't think theirs is healthy or safe at all."
World Mental Health Day is on October 10 th which is a perfect time to address mental health in all aspects of our lives, including at the office. A psychologically safe workplace is one where employees feel comfortable expressing themselves, taking risks, owning their mistakes, and sharing their opinions without fear of negative consequences. This environment actively prevents harm to employees' mental health resulting in employees feeling valued and supported.
There are thirteen factors that impact psychological safety in the workplace. These include:
- Psychological Support : An environment supportive of employees’ mental health. A lack of support can lead to absenteeism, conflict, turnover, productivity loss, and strain.
- Organizational Culture: An organization characterized by trust and fairness. Its absence can result in workplace stress, low morale, and burnout.
- Clear Leadership & Expectations: Effective leadership that clarifies roles and contributions. A lack of clarity can make staff irritable and anxious.
- Civility & Respect : An environment of respectful interactions. Its absence can cause emotional exhaustion, health issues, increased conflict, and job withdrawal.
- Psychological Competencies & Requirements : Ensuring a good fit between employees’ skills and job demands. Misalignment can lead to job strain, emotional distress, and absenteeism.
- Growth & Development: Support for personal and emotional skill development. A lack of growth can lead to boredom, frustration, and decreased performance.
- Recognition & Reward : Acknowledgment of employees’ efforts. In its absence, employees may lack confidence, leading to burnout and distress.
- Involvement & Influence: Inclusion in work discussions and decision-making. Exclusion can lead to feelings of alienation and disengagement.
- Workload Management: Achievable tasks within a given timeframe. Poor management can cause fatigue, increased stress, burnout, and decreased productivity.
- Engagement: A connection to work that motivates employees. A lack of engagement can result in reduced productivity, higher absenteeism, and negative health consequences.
- Balance: The need for equilibrium between work, family, and personal life. An imbalance can lead to stress, fatigue, and turnover.
- Psychological Protection : A safe space for questions and feedback. Its absence can create feelings of threat and disengagement, damaging the organization’s reputation.
- Protection of Physical Safety: Measures to ensure employee safety are implemented. A lack of protection can create dangerous work environments and increase mental health issues.
Strategies for Creating and Improving Psychological Safety in the Workplace
Here are eight organizations can implement to enhance psychological safety:
- Commitment from Top Leadership: Ensure that executives visibly support mental health initiatives, demonstrating that employee well-being is a core organizational value.
- Clear Policies and Programs: Develop well-defined policies that explicitly support psychological safety, such as anti-bullying measures and protocols for reporting concerns.
- Educate Employees: Implement training sessions that raise awareness about mental health issues, reducing stigma and empowering employees to prioritize their well-being and that of their colleagues.
- Continuous Learning Opportunities: Offer workshops and seminars focused on mental health, resilience, and coping strategies.
- Foster a Culture of Innovation: Encourage an environment where employees feel safe to ask questions and seek help without fear of judgment. This can be facilitated through open-door policies and regular check-ins.
- Promote Work-Life Balance: Advocate for flexible working arrangements and encourage employees to take breaks and use vacation time.
- Clear Communication: Ensure that organizational goals and expectations are communicated transparently. When employees understand how their roles align with broader objectives, they are more likely to feel engaged and secure in their contributions.
- Create a Resource Hub: Develop an easily accessible online platform that offers mental health resources, including articles, toolkits, and contact information for support services.
Creating a psychologically safe workplace isn’t something that will happen overnight. Committing to creating an environment where people feel safe to be in is an ongoing process that requires consistent effort from everyone in the organization. By prioritizing mental health and implementing these strategies, we can create work environments that not only boost productivity but also support the overall well-being of employees.
References
[1] Mental Health Commission of Canada. (n.d.). Workplace mental health. https://mentalhealthcommission.ca/what-we-do/workplace/#:~:text=Seventy%20per%20cent%20of%20Canadian,contribute%20to%20staggering%20economic%20costs.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions. These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth.
