Why Psychological Safety Matters More Than Ever

colleagues laughing

When we feel safe, we do our best work.

Have you ever shared an unconventional idea that was embraced and transformed into a successful campaign by the very people you shared it with? Has a manager ever noticed you feeling more stressed than usual, asked you if there was anything they could do to support you, and provided additional resources to alleviate your workload? What about after spending lots of time and energy on a project, a leader publicly acknowledged you and your team for your hard work and dedication? 

These are all real-world situations that illustrate psychological safety in action. We spend a large portion of our lives at work, with people trying to accomplish the same thing we are: living a comfortable and enjoyable life. We can treat our work life as separate from our “real” life, but in the end, they are part of the same life. Shouldn’t we be able to enjoy and express ourselves openly and honestly, whether we’re at home or at work? By encouraging open communication, demonstrating empathy and understanding, and acknowledging effort, we contribute to nurturing an environment where people feel safe to be themselves without the risk of negative consequences.

colleagues working together joyfully

What is Psychological Safety?

Renowned professor Amy Edmondson, who coined the term, explains: “Psychological safety describes a climate in which people feel free to express relevant thoughts and feelings without fear of being penalized." It's the difference, or more specifically, the feeling, between what it's like to talk with your best friend and share yourself openly versus talking with someone who expresses judgment about things they do not agree with. It feels different. That feeling is the difference between feeling psychologically safe and feeling unsafe. 

When people feel psychologically safe, they’re more likely to communicate honestly and openly, ask questions, offer new ideas, and admit when they don’t know something or have made a mistake. If they don’t feel safe, the opposite is more likely to occur. Psychological safety promotes behaviors that foster a culture of learning, innovation, and teamwork.  

How Psychological Safety Supports Success

In a safe environment, people don’t just feel like they have to “go along” with the group. They can challenge assumptions, raise concerns, and contribute unique perspectives without fear. Imagine a team where everyone feels respected and heard—such a team is bound to have better collaboration, stronger problem-solving, and an environment where creativity can flourish. 

A recent study conducted by Google called Project Aristotle sought out to build the perfect team. They discovered there are five key factors, and psychological safety is the most important of them all.

Building Psychological Safety: Practical Tips

When people feel safe to speak up, innovate, and collaborate, incredible things happen.

A psychologically safe workplace doesn’t happen by chance—it’s built through purposeful actions and small, consistent behaviors that prioritize inclusion, empathy, and collaboration. 

Here are a few behaviors and practices that can help create a safer, more inclusive environment:

  • Start Meetings with a Check-In: Begin each meeting by inviting team members to share a quick update or personal highlight. This helps create a human-centered, open atmosphere.

  • Encourage Open Dialogue: Start conversations with openness and curiosity. Invite team members to share their ideas and listen actively, even if their perspective differs from yours. During meetings, encourage everyone to contribute and ensure no one is dominating the conversation, including yourself. If you or other team members tend to be quieter or hesitant to openly share, work towards finding strategies to include your voice in conversations and decisions. 

  • Embrace Mistakes as Learning Opportunities: Cultivate a culture that views mistakes as part of the learning process rather than as setbacks. Be open and constructive when you or a team member makes a mistake. Doing so inspires others to own up to their mistakes without fear. When leaders model this attitude, it sets the tone for the entire team.

  • Normalize Feedback: Provide constructive feedback focusing on improvement and growth. Show that feedback is a two-way street. Encourage employees to give you feedback, and model how to receive it with openness and without fear of rejection. 

  • Ask Questions and Seek Innovation: Regularly ask questions like “What are your thoughts?” or “How would you approach this challenge?” to create space for a variety of ideas and solutions. Encourage and attempt calculated risks without fear of punishment if the ideas don’t end up working out. 

  • Practice Empathy & Understanding: Being patient and showing empathy toward others’ experiences builds trust and bolsters the feeling of safety. Pay attention when someone seems upset and check in with them. If you are feeling overwhelmed, be honest about your feelings and work with your managers to constructively find solutions that work for everyone. 

  • Celebrate Small Wins and Efforts: Recognizing both individual and team efforts reinforces a positive, safe space where contributions are valued—even if the results aren’t perfect. Recognize successes as a group. Acknowledge small and large contributions and victories. A win is a win; celebrate them! 

  • Ask for Different Perspectives: Welcome diverse perspectives and handle disagreements respectively. Encourage creative ideas and approaches, even if they challenge the status quo. Try asking, “What other ways could we approach this?” This invites more voices into the conversation and highlights the value of diverse perspectives. 

Reflection Opportunity

Consider reflecting on these questions over the next week:

  • How do I typically respond when someone brings up a new idea?

  • How might I encourage a quieter team member to share their thoughts?

  • Do I feel safe making mistakes or asking for help? If not, what would help me feel safe to do so?

Take a moment to write down your answers. Reflecting on these questions can be the first step toward nurturing a safer, more inclusive space.

Work towards doing your part in creating spaces where all ideas are welcome and every team member feels safe to show up as their authentic self. This requires everyone’s participation and attention. By embracing psychological safety, we can create environments where everyone feels valued, respected, and empowered to contribute fully.

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