The improvement process and safe work culture: paradox or win-win, Journal of Conflict Management No. 4, 2024

"You're not allowed to say anything these days!" versus "the open approach culture," that's a friction. Even in working relationships where there is dissatisfaction about the performance of an employee. Addressing a colleague about it is difficult, especially if it is accompanied by the prospect of an improvement plan. This is often perceived as a vote of no confidence and an inexorable prelude to dismissal. But for a psychologically safe work environment, it is precisely necessary to talk to employees about their performance, even if it is deficient. How to deal with this paradox?
It is not only government commissioner Hamer who underlines the importance of an open approach culture in her handbook. Earlier this year, several research reports were published on the working atmosphere at large organizations: NPO, the Ministry of Health, Welfare and Sport3 and TU Delft.

‍