Is this for a certain industry only?
Not at all. The concept of Psychological Safety applies to any type of team and it has in fact originated in the medical field! Whether you are in software development, Operations, HR, Marketing and any other function of the enterprise - in particular leadership!- as long as your work requires you to work with others in a team, Psychological Safety will make or break your probability of success.
How do you measure Psychological Safety?
Using a variety of proprietary methods we collect declarative and behavioral data then analyze it and outline results depending on the make-up of the team, the characteristics of the individuals and the markers of successful interactions and team dynamic.
How many questions are there?
At this time, there are 200+ questions in the Psychological Safety pack and 150 in the Stay Connected Pack for remote working. Enterprise Licenses also benefit from a bespoke pack of up to 300 customized questions to replace annual or pulse surveys.
Should team members answer them all?
Not at all. Or at least not at once and not unless they really want to. The team solution is designed as a continuous feedback mechanism and not a once-and-done exercise. Some weeks some team members will answer a handful of questions, some other weeks they will answer tens or on the contrary, none. That is perfectly fine and we encourage Team Leaders to encourage engagement through rewards and a will to participate not a directive order.
Is this an HR App?
Yes and no. It is a tool for teams and team leaders so it establishes a "People Practice" for that team while measuring many of the traditional HR "topics" such as Learning, Engagement, etc but it isn't an organizational tool but one that stays at the team level.
Is this a survey?
No. It is closer to a project management or communication tool than it is to a traditional survey. While it asks questions it also measures behaviour and it is a live tool showing the changes in Psychological Safety that the team experiences on a continuous basis while providing them with the space to debate what the best ways to grow and improve together are.
Will my team be happy to give me these answers?
We think so, -in fact, from our testing, it seems very clear that people are more than willing to communicate these things, they have simply not been asked before-, but if not the application has an Invisible/Incognito mode they can activate when answering
Will they see the same question multiple times?
Will I be able to customize my own rewards?
How often do you introduce new features, updates, etc?
Am I getting alerts?
Is there a native mobile app?
Yes, in the Enterprise License we either connect to existing rewards systems or customise the ones we offer from our partner Huggg. In the Subscription version this is not yet a feature.
We are disgustingly fast and Agile, so expect a lot of change from one login to another.
Alerts and Instant Feedback are part of the Enterprise License.
A terrific one that lets the team answer in a Tinder-like mechanism and has a very engaging design is in the pipe. The native app is part of the Enterprise License
Can I customize questions for my own team?
No, our questions are carefully calibrated and formulated. With that said, in the Enterprise License, we work with each organization to create additional bespoke packs that are not scored.
Are there any questions that my team can answer in free format?
Not in the web version but in the mobile app, yes.
Are the answers the only type of data that is considered?
What if everyone answers in incognito?
How do you measure?
How can I do that?
Not at all, in fact, in some instances the answers are inconsequential as what is being fed to the algorithm for coaching suggestions is in some cases only reflecting the behaviour of the user.
Then you’ll know a lot at team level and you’ll also know you have a definitive problem with courage
As we said, we use a proprietary method but YOU should measure in results such as Agile KPIs etc
We advise users to pick two or three success markers and make a note of them. In Agile teams these can be things such as Velocity or Time to market, in other types of projects it can be the speed of delivery , the rate of defects, or amount of new innovative ideas, etc. Anything can be an indicator really as long as it’s measurable and intensely important to your success. Once you’ve decided on what you’re observing, compare that to the improvements you see in your team’s Psychological Safety to prove the value of the tool.
What should I look out for to improve my team?
Your Dashboard will include a series of hands-on suggestions based on your team’s answers and behaviour. In addition to this, there is a "Coach me!" feature which allows Team Leaders to get in contact with approved mentors or coaches and ask for advice on interventions. Lastly, there is the Emotional Intelligence, Trainer coaching functionality will teach you how to make those suggestions to yourself and the team by enabling you to think under those terms.
Is this a survey afterall?
Can I do the same things in a survey?
Is this a personality test?
Is this like the yearly employee reviews?
How are we doing in terms of GDPR?
Can I purchase this just for my team? My organisation doesn't understand the importance of Psychological Safety.
No, really, see above. The only thing it has in common with a survey is the fact that it obviously asks questions.
No. We measure behavioral indicators primarily and answers only secondarily.
Not at all.
No, it focuses on different things, it is engaging and rewarding and as such focused on changing and improving team behaviour and delivering business results.
We’re all good. the legalese disclaimers you saw on this website, as well as the ones gathering the consent of the users, are best practice.
Of course. Contact us and we'll help you out with it - well done you for knowing what counts, get ready to win!
Can I access any of this data elsewhere in our organisational analytics?
This is designed to exist at the team "bubble" level only. The only data we are willing to expose at an enterprise level is whether there was an increase or a decrease in Psychological Safety overall in a team over a period of time. We will not betray the trust of the team to expose anything else so if that's what you had in mind we can't help and you should consider releasing the command and control leadership style in favour of building team magic.
Who makes this?
The Psychological Safety Team Solution is designed and built by PeopleNotTech a team of specialists who have been studying this topic for years and who are obsessed with allowing the enterprise to realize the promise of technology and new ways of work by obsessing about Knowledge, Courage, and Passion and bettering teams. Read more about us in the Contact page and come meet our awesome People!