The Power of Psychological Safety in Building DevOps Culture
Here at Polar Squad, we believe there's more to DevOps than just tools and processes—it's also about fostering a culture of psychological safety within teams.
For the past two years at Polar Squad, I've seen firsthand the transformative power of psychological safety in driving DevOps success. I've seen how walls between different teams start disappearing when people feel safer with each other and I have seen how improving psychological safety has made collaboration easier and bottlenecks disappear. Improving psychological safety can have a huge positive impact on your team and how it operates.
This topic is close to my heart and I hope that after reading this blog post, you will understand why.
Understanding Psychological Safety in DevOps
DevOps, at its core, is about more than just CI/CD pipelines and automation. It's about creating an environment where teams feel safe to experiment, collaborate openly, and take risks without fear of judgment or reprisal. This is where psychological safety comes into play.
Psychological safety, as defined by Harvard Business School Professor Amy Edmondson, is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. It's about creating a culture where team members feel empowered to voice their opinions, share their ideas, and challenge the status quo without fear of repercussions.
Research has shown that psychological safety is a key predictor of team performance, productivity, and innovation. Teams that feel psychologically safe are more likely to share knowledge, take calculated risks, and collaborate effectively—all of which are essential components of a successful DevOps environment.
Psychological Safety in Practice
But what does psychological safety look like in practice? It means creating an atmosphere of trust, transparency, and open communication. It means encouraging feedback, embracing failure as a learning opportunity, and fostering a culture of continuous improvement. It means ensuring that everyone's voice is heard and valued, regardless of their position or background.
It’s important to understand that psychological safety is not a free pass for inappropriate behavior, a lack of accountability, or the absence of structure within teams.
Psychological safety is not:
License for inappropriate behavior: It does not permit individuals to behave disrespectfully, harass others, or engage in harmful conduct.
Absence of accountability: It does not mean that mistakes or poor performance are overlooked or excused. Instead, it encourages learning from failures and holding individuals accountable in a constructive manner.
Lack of structure or discipline: It does not imply a lack of structure, rules, or discipline within the organization. Rather, it promotes a culture where rules and expectations are clear and enforced fairly.
Avoidance of conflict: It does not mean avoiding difficult conversations or disagreements. Instead, it encourages open and constructive dialogue to address issues and find solutions collaboratively.
Unchecked freedom of speech: It does not guarantee that every idea or opinion will be accepted without challenge. Instead, it fosters an environment where diverse perspectives are welcomed and respectfully debated.
Instant comfort: It does not guarantee immediate comfort or eliminate all feelings of discomfort. Rather, it acknowledges that growth and learning often involve stepping outside of one's comfort zone.
Strategies for Building Psychological Safety
Achieving psychological safety isn't easy.. It requires ongoing effort, commitment, and a willingness to challenge the status quo. It means being open to feedback, admitting mistakes, and actively working to address issues as they arise. Leaders have an important role to play when it comes to building a psychologically safe work environment, but in the end, everyone needs to be on board in building it.
So how can you tell if your team has psychological safety? Look for signs such as open communication, constructive feedback, and a willingness to take risks. Check how your people interact in Slack/Teams, are they respectful towards each other even when discussing sensitive topics? Do they show empathy towards each other? When making decisions, is the focus on understanding everyone's perspective or pushing ideas forward without discussing them openly? Does your team support and help each other when needed? Conduct regular surveys to check the level of psychological safety within your team and be proactive in addressing any issues that arise.
And if you find that your team is lacking in psychological safety, don't worry, you are not doomed. Building psychological safety is an ongoing process that requires time, effort, and dedication. Start by fostering open communication, leading by example, and creating opportunities for collaboration and feedback. Encourage risk-taking, celebrate failures, and focus on learning and growth.
Remember, there's no one-size-fits-all solution when it comes to building psychological safety. Start by evaluating your current circumstances, defining your desired destination, and pinpointing actionable steps to advance toward your objective. Gather feedback and assess outcomes as you progress. Remember to prioritize addressing the root causes of your challenges rather than opting for quick fixes.
Polar Squad's Commitment to Psychological Safety in DevOps
At Polar Squad, we believe that no DevOps transformation is complete without psychological safety. It's the heart of DevOps’ success, and we're committed to helping organizations foster a culture of psychological safety that drives innovation, collaboration, and growth. Because when teams feel safe, they can achieve anything.