Post by Burak Keşanlıoğlu

🔍Denetçi olarak farklı sektörlerden ve kültürlerden birçok şirkete denetime gidiyorum ve son zamanlarda şunu fark ettim, Bazen aynı işi yapan ekipler aslında tamamen farklı deneyimler yaşayabiliyorlar. Bazı ekiplerde insanlar çok daha rahat, daha mutlu ve ekip içi iletişimleri çok daha güçlü iken, bazıları ise çok temkinli, gergin, hata yapma ve eleştirilme korkusu o kadar baskın ki, insanlar en basit söylemek istedikleri şeyleri bile çoğu zaman içlerinde tutuyorlar. Bu farkın adı artık benim için çok net: 🌀PSİKOLOJİK GÜVENLİK🔆 . 🔍 As an auditor, I get to observe many different teams and company cultures. Especially since I started working full-time in October 2024, these differences became much more visible to me. It’s interesting because the work itself is often quite similar, but the feeling within the team can be completely different. In some places, people speak up comfortably, while in others you can sense a hesitation like everyone is filtering themselves before saying anything. I was actually introduced to this 🌀 "Psycgolocial Safety" 🌀 concept when I connected with Mehmet Baha during my Akbank Fellowship journey, but it only fully clicked after I read his Creating Psychological Safety at Work book. I realized I had been observing this dynamic for a while, I just didn’t have a name for it. One thing that keeps coming to my mind is how we perceive feedback. I think especially in Türkiye, feedback is often associated with something negative, as if it only exists when something goes wrong. But recognizing what is done well, appreciating effort, and saying “this was good” is just as important. Without that, feedback becomes something people avoid instead of something they grow from. At the same time, in a healthy environment, you shouldn’t have to question whether speaking up will have negative consequences. If people start thinking “will this create a problem for me?” before sharing an idea or raising a concern, then that environment is already limiting itself. Because when people don’t feel safe, they stop contributing. They stop sharing ideas, they avoid risks, and they focus more on not making mistakes than actually doing meaningful work. From what I’ve observed, psychological safety is not built through big statements or policies, but through small, everyday behaviors. How people listen to each other, whether they interrupt or not, how mistakes are handled, whether people feel genuinely heard all of these shape the culture much more than we think. And maybe this is also why some teams move forward faster than others. It’s not only about talent or capability, but about whether people feel comfortable enough to contribute fully. At the end of the day, we are all human, and feeling valued is something we all need not only in our personal lives, but also at work. 🌍 🌀 Maybe it’s time we start putting psychological safety more at the center of how we think about workplaces. 🌀 #PsycgolocialSafety #Workplace #Teamwork