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EHS IN THE CHANGING

WORLD OF THE GIG ECONOMY

©1993-2019 Culture Change Consultants, Inc. All Rights Reserved. www.culturechange.com

Psychological Safetyand the Gig Economy:

Making It Safe to Speak Up

Presented by Steven I. Simon, Ph.D.President and Founder

Culture Change Consultants, Inc.


Evolution of Safety Culture

Framing Safety as a Value

Emphasizing Leadership as the Driving Force

Engaging the Grassroots

Honing in on Norms/Beliefs

Cultivating Psychological Safety

Safety Culture 1.0

Safety Culture 2.0

Safety Culture 3.0

Safety Culture 4.0

Safety Culture 5.0


Maslow’s Hierarchy of NeedsMaslow highlights safety – both physical and psychological –

as the most basic of human needs.


The History of Psychological Safety19

65

1990

1999

2003

Individual Security

Employee Engagement

Team Learning Organizational Effectiveness

Individual Level Team Level Organizational Level


What IS Psychological Safety?

Psychological safety is a shared belief that the team is safe for interpersonal risk taking.

Amy Edmondson, 1999


Without Psychological Safety

“If I ask questions or seek info, they’ll think I’m ignorant.”

“If I admit mistakes or ask for help, they’ll think I’m incompetent.”

“If I critique others, they’ll think I’m overly negative or difficult to work with.”

“If I disrupt people or waste their time, they’ll think I’m not self-sufficient, or intrusive.”

The environment reflects a lack of engagement, cynicism and even fear.


Individual employees are not afraid to:

– Be themselves – Take Risks – Admit Mistakes– Point out problems – Ask Questions – Ask for Help

Psychologically safe teams:

– Perform more effectively – Promote a learning environment– Speak up at work

With Psychological SafetyThe environment encourages contributions, risk-taking and creativity.


How Leaders Can Foster Psychological Safety

1. Educate your leaders (both formal & informal) about the impact and importance of Psychological Safety.

2. Make Psychological Safety a goal for every workgroup in your organization.

3. Assess and measure where your organization is now (Psychological Safety survey).

4. Develop action teams to apply countermeasures and appropriately scaled initiatives.

5. Establish team norms as a permanent guard-rail.6. Keep a Psychological Safety Self-Awareness Journal.


How to Foster Psychological Safetyin the Gig Economy

• The lever to pull in cultivating Psychological Safety in the Gig Economy is to transform the “management culture” into change agents who will make it safe for gig workers to speak up.

• Remember: leaders cast a big shadow.

EHS IN THE CHANGING

WORLD OF THE GIG ECONOMY

Introduction

Founded Syntex

1995

IMPACTSafety

1998

IMPACT ERM (OE)

2002

> 100 countries,

> 20 languages

2005

Global data set

OE Analytics Research

2008

Sold Syntexto IHS,

OE Analytics Research

2010

WaitrFounded, Investor /

Board Member

2013

Left IHS, Waitr CSO

2016

President / COO Waitr

Excellence (WE)

2018

Acquired Bite Squad,> 20 states

~ 20k emp’s

2019

Joe Stough, President/COO of Waitr Holdings (WTRH)

Public on Nasdaq:WTRH

Operational Excellence (OE) “Domains”• Business areas (e.g. Safety and Quality) where:

• Reducing the risk of incidents improves business outcomes• Investing in resources and systems to strive for excellence (zero incidents)

• OE processes to reduce residual risk such as:• Incident investigation (root cause analysis)• Audit, risk assessment, BBS, inspection, 6 sigma tools, etc.• Action items to implement risk protections

• Premise of OE Analytics Research• Strengthening OE process capability continuously reducing risks zero loss

20 Years of OE Analytics ResearchAl

l mea

sura

ble

(R2

> .7

)

Waitr Excellence (WE)

WE Focus Leader Engagement, Culture

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