I once had a team member reach out to me late at night, expressing that they didn’t feel psychologically safe. My heart sank. I was devastated. This was a 10 PM conversation, and hearing that someone on my team felt this way was deeply troubling. However, as we dug deeper, it became clear that there were other factors at play that had nothing to do with psychological safety.
This experience highlighted how easily well-meaning concepts like psychological safety can be misunderstood or misused in the workplace.
So, let’s clear up what psychological safety truly is—and isn’t—so we can all feel genuinely safe.
What is psychological safety?
Speaking up at work can feel risky. In short, Psychological Safety means feeling comfortable to show up and speak up without fearing negative consequences. Harvard Business School Professor Amy Edmondson defines it as “a shared belief that the team is safe for interpersonal risk-taking.”
Think about it: If one of your team members messed up, would they feel safe enough to tell you without worrying about backlash? Now, imagine the mistake is much bigger—like a major financial loss or a project failure. Would they still feel safe to come forward?
Research shows that fear of “losing face” or damaging one’s self-image is a real concern. We all want to fit in and avoid looking bad, especially in a group. Psychological Safety helps reduce that anxiety.
Why does it matter?
Psychological Safety:
Increases employee engagement thereby increasing performance
Improves retention and reduces employee turnover
Improves health and safety thereby reducing risk
Improves inclusion, therefore can improve diversity
Improves innovation, by creating a safe space for new ideas to be heard
Increases levels of initiative
I could share a lot of studies to back these bullet points up
But let’s get personal for a moment.
Think back to a time when you could truly be yourself—maybe at a family gathering, with siblings, or an old friend. A place where you felt free to sit in silence, throw out ideas, wear what you want, and share your screw-ups without fear of judgment.
Now, imagine feeling that way at work. How awesome would that be? Picture tossing out ‘crazy ideas,’ or admitting a mistake and getting help from your leader and teammates without feeling like an outcast. Just like everyone else, you're human.
How do we create psychological safety?
Yip Psychological Safety starts at the top, but anyone can contribute to building it within their team. Even as a mid-level leader, you can create a safe environment for your immediate team, regardless of the broader culture.
Leadership Style Matters: A McKinsey Global Survey during the pandemic found that Psychologically Safe workplaces thrived under consultative and supportive leadership, rather than authoritarian styles.
Key Actions for Leaders:
Listen actively and empathetically to your team. Treat your team members as people, not just employees. Ask for their input and genuinely value their contributions.
Building a Positive Team Climate: Establish a foundation of trust and support. Once that’s in place, challenge your team to think beyond their limits. Encourage new ideas and approaches, and show appreciation even when they don’t work out.
Embrace Failure: Innovation requires a willingness to fail. Make your team feel safe to take risks and learn from their mistakes.
For Team Members:
Contribute to Psychological Safety: Admit your mistakes openly. Reassure others when they make mistakes. Encourage and support new ideas from colleagues. Include and amplify voices that might not be as loud or secure as yours.
How Does Diversity and Inclusion Fit Into This?
An inclusive culture allows people to bring their whole selves to work—gender, race, beliefs, and more. In a Psychologically Safe environment, individuals from minority backgrounds feel welcomed, included, and safe to express themselves.
This isn’t just morally important; it’s also good for business. Research links workplace diversity to better economic performance. Plus, it boosts worker wellbeing, reducing the risk of depression, anxiety, and burnout over time.
How Can You Contribute?
Understand Different Needs: Team members from minority backgrounds may have greater or different needs for Psychological Safety due to higher barriers and past experiences.
Adopt a New Golden Rule: As Dr. Jummy Okoya suggests, "Treat people how they want to be treated," not just how you want to be treated.
Be Humble and Proactive: If unsure how to support a diverse team member, ask them directly. Educate yourself on inclusion issues and seek guidance from organisations like Glia.
If you want to learn more about how to do psychological safety safely. Get in touch.