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Psychological safety and the recognition approach

At AU, we are committed to fostering an inclusive workplace culture characterised by psychological safety, mutual respect, recognition and trust – a culture in which everyone feels able to express themselves and be themselves. 

By adopting a recognition  approach, you focus on your colleagues’ intentions, resources, potentials and opportunities, and you assume that everyone in your unit acts on the basis of a meaningful intention.

If a workplace is psychologically safe, members of staff know that voicing their uncertainties or disagreements will not lead to negative consequences but will instead form part of a constructive appraoch to collaboration and contribute to learning, performance, motivation and well-being – a good psychological working environment.

Dialogue tools (in Danish only)

Talking about psychological safety in your unit

Get ideas for specific ways to work on psychological safety in your unit. As a manager, you are both a role model and a facilitator when working to make your unit psychologically safe, so you need to ensure that everyone feels able to present ideas, share their experiences, and identify problems.

Illustration af psykologisk tryghed, der viser fire mennesker, der arbejder trygt sammen

Three levels of recognition

This dialogue tool is based on three levels of recognition: praise, appreciation and recognition. It is simple and well structured, and it can easily be used to facilitate a group discussion. It also offers background information on the three levels of recognition.

Illustration af forskellen på ros, værdsættelse og anerkendelse, hvor Ros er æggeblommen, værdsættelse er æggehviden, og anerkendelse er panden med ægget

The appreciative inquiry model

This BFA booklet provides an introduction to the research behind the recognition approach and a number of specific ideas on how to use the appreciative inquiry model to improve well-being in the workplace.

Active listening

An active exercise for teams who want to learn more about different levels of listening and to develop their internal communication skills. The exercise helps people improve their listening skills, and it can be used to create a good (listening) culture and promote well-being.

Illustration af at lytte aktivt - en hånd sat op til et øre

As a manager, you can recognise members of your team by:

  • focusing on what works – both in daily communication and in development projects
  • talking to your team about what is going well and what could be improved with regard to recognising each other

Find more tools on:

Do you need help?

If you would like advice on a local process or how to use specific tools, you are welcome to contact:

Revised 22.08.2024
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AU HR, Development and Work Environment, Iben Skrydstrup Vejen