Why Feeling Safe to Speak up Matters
Imagine a workplace where every team member feels valued, respected, and confident enough to speak up—where sharing ideas, asking questions, and admitting mistakes isn’t met with fear, but with encouragement. That’s what psychological safety is all about, and it’s the foundation of a thriving, high-performing team.
But how do you create this kind of culture? And why does it matter so much in today’s workplace? Let’s explore what psychological safety really means and how organisations can embed it into the way they work.
What is Psychological Safety?
The concept of psychological safety was first introduced by Harvard behavioural scientist Amy Edmondson, who described it as “a climate in which people feel comfortable expressing and being themselves without fear of embarrassment or retribution.”
At its heart, psychological safety is about trust. It’s about knowing that your contributions will be valued, that you can take risks, share ideas, and own up to mistakes without worrying about negative consequences. It’s not about avoiding accountability or lowering standards—it’s about fostering an environment where people feel safe enough to grow, innovate, and collaborate freely.
When employees feel psychologically safe, they’re more engaged, more likely to contribute their best thinking, and more open to learning from one another. And that’s where the real magic happens.
Why Psychological Safety Matters
Psychological safety is much more than a trendy buzzword – it’s an essential building block of high-performing teams and strong workplace cultures. Here’s why:
- It Fuels Innovation
When people feel safe to challenge ideas, test new approaches, and take creative risks without fear of failure, true innovation thrives. Some of the most successful organisations in the world credit their ability to stay ahead of the curve to cultures where people feel free to think differently.
- It Improves Engagement and Retention
People want to work in environments where they feel heard, valued, and included. When employees know their voices matter, they’re more likely to stay committed and engaged, reducing turnover and strengthening team loyalty.
- It Enhances Team Performance
Google’s famous Project Aristotle study found that psychological safety was the number one factor in high-performing teams. When individuals feel safe contributing their perspectives, teams benefit from diverse thinking, stronger problem-solving, and better decision-making.
- It Encourages Learning and Growth
A workplace culture that embraces mistakes as learning opportunities—rather than punishable offences—allows teams to grow together. When people feel safe to admit when they don’t know something, they’re far more likely to develop and improve.
How to Create a Psychologically Safe Culture
Developing psychological safety takes time and intentional effort, but the rewards are well worth it. Timothy R. Clark’s 4 Stages of Psychological Safety provides a great framework for making it happen:
- Inclusion Safety: Creating a Sense of Belonging
Everyone should feel respected, valued, and included, no matter their background, experience, or role.
How to foster inclusion safety:
- Show genuine appreciation for all team members and their contributions.
- Actively celebrate diversity and ensure every voice is welcomed.
- Encourage open dialogue and make space for different perspectives.
- Learner Safety: Encouraging Curiosity and Growth
People need to feel safe asking questions, trying new things, and admitting when they don’t know something.
How to foster learner safety:
- Create an environment where mistakes are seen as part of the learning process.
- Encourage curiosity and model a growth mindset.
- Offer constructive feedback focused on improvement, not blame.
- Contributor Safety: Empowering People to Share Their Ideas
Employees should feel confident taking initiative and contributing meaningfully without fear of rejection or criticism.
How to foster contributor safety:
- Recognise and appreciate contributions, no matter how big or small.
- Encourage collaboration and actively listen to different viewpoints.
- Make it safe to debate ideas openly and respectfully.
- Challenger Safety: Encouraging Bold Thinking
The highest level of psychological safety allows people to challenge the status quo, raise concerns, and suggest improvements, even when it feels uncomfortable.
How to foster challenger safety:
- Encourage employees to voice concerns and ideas without fear of repercussions.
- Reward constructive challenges that help drive the organisation forward.
- Develop leaders who listen, adapt, and embrace feedback.
As Amy Edmondson puts it, “A fearless workplace is characterised by an unshakable belief that no idea is too small and no opinion is too bold.”
Practical Steps for Leaders and HR Professionals
Creating psychological safety isn’t just about policies—it’s about how leaders show up every day. Here are some simple but powerful ways to build a culture where people feel safe and supported:
- Lead by Example: Be open about your own mistakes and demonstrate that learning from them is encouraged.
- Create Clear Expectations: Communicate the importance of inclusivity, respect, and collaboration in everyday work.
- Check for Unconscious Bias: Be aware of biases that may affect decision-making and take steps to create fair opportunities for all.
- Offer Safe Spaces for Feedback: Provide anonymous feedback channels and encourage honest conversations without fear of retaliation.
- Regularly Check in with Teams: Hold team discussions and one-to-ones to gauge how people are feeling and where improvements can be made.
The Payoff: A Thriving Workplace Culture
Building a psychologically safe workplace isn’t about eliminating challenges—it’s about creating an environment where people feel supported enough to tackle those challenges head-on. It takes patience and commitment, but the benefits are undeniable: stronger teams, better decision-making, and a workplace where everyone feels empowered to do their best work.
And the best part? Psychological safety is something everyone contributes to. By making small changes, showing empathy, and encouraging open conversations, we can all play a part in creating a workplace where people feel truly valued.
If you’d like to explore how to embed psychological safety into your organisation, I’m here to help—just get in touch!
