Psychological Safety in the Workplace: Why It’s Essential for High-Performing Teams
What Is Psychological Safety in the Workplace?
Psychological safety in the workplace is the foundation of a thriving, high-performing team. Coined by Harvard Business School professor Amy Edmondson, psychological safety refers to a shared belief among team members that they can take interpersonal risks - such as asking questions, voicing concerns, and admitting mistakes - without fear of embarrassment, rejection, or negative consequences.
In a psychologically safe workplace, employees feel empowered to challenge ideas, innovate, and contribute to meaningful discussions. It fosters a culture where learning and development are prioritised, creating an environment where people are comfortable speaking up, even when the news isn’t good.
The Importance of Psychological Safety in the Workplace
Research shows that psychological safety is one of the most critical factors influencing team performance. Google’s Project Aristotle, a large-scale study on team effectiveness, found that psychological safety was the single most important determinant of a high-performing team.
Organisations that cultivate psychological safety experience:
Higher engagement: Employees are more likely to contribute ideas, collaborate effectively, and take initiative.
Improved decision-making: Teams with psychological safety consider diverse perspectives, leading to better problem-solving and risk management.
Greater innovation: When employees feel safe to experiment and challenge the status quo, creativity flourishes.
Lower employee turnover: Employees who feel valued and supported are more likely to stay in an organisation.
Stronger resilience and adaptability: Teams that encourage open dialogue can better navigate change and uncertainty.
Conversely, workplaces that lack psychological safety often struggle with low morale, high turnover, and decision-making bottlenecks due to fear of speaking up.
How to Build Psychological Safety in the Workplace
Creating a psychologically safe workplace doesn’t happen overnight - it requires a deliberate and ongoing effort from leadership. Here are key strategies to embed psychological safety in your organisation:
1. Encourage Open Communication
Leaders set the tone for psychological safety. If employees see their leaders welcoming feedback, admitting mistakes, and fostering open dialogue, they are more likely to do the same. Simple shifts in communication, such as asking “What did we learn from this?” rather than “What went wrong?”, can change how employees perceive risk-taking.
2. Normalise Mistakes as Learning Opportunities
A culture of continuous learning is built on the idea that mistakes are part of growth. Leaders should acknowledge their own missteps, encourage reflection, and ensure that employees understand that failures are learning opportunities rather than career-ending mistakes.
3. Encourage Diverse Perspectives
When employees feel that their contributions are valued, they are more likely to engage in discussions and decision-making processes. Leaders should actively seek input from all team members, ensuring that different perspectives are heard and considered.
4. Provide Clear Expectations and Psychological Safety in Performance Management
A common misconception is that psychological safety means avoiding tough conversations. In reality, it enables honest and constructive feedback. Employees need clarity on expectations and performance metrics, with feedback framed as an opportunity for growth rather than criticism.
5. Recognise and Reward Candour
Employees who challenge assumptions, raise concerns, or share innovative ideas should be recognised for their contributions. Positive reinforcement helps signal that speaking up is valued and encouraged.
6. Support Mental Health and Wellbeing
Psychological safety is closely linked to employee wellbeing. Leaders should foster an environment where employees feel comfortable discussing mental health without stigma. This can include:
Regular one-to-one check-ins that go beyond work-related tasks.
Access to mental health resources and employee assistance programmes.
Training managers to recognise signs of burnout and provide support.
7. Assess and Improve Psychological Safety
Regularly measuring psychological safety within teams can help leaders understand where improvements are needed. Amy Edmondson’s seven-item psychological safety survey is a useful tool to gauge how employees feel about speaking up and taking risks in their work environment.
Questions include:
If you make a mistake on this team, it is not held against you.
Members of this team are able to bring up problems and tough issues.
It is safe to take a risk on this team.
Working with members of this team, my unique skills and talents are valued and utilised.
Responses can help leaders identify areas where team culture may need improvement.
The Long-Term Benefits of Psychological Safety in the Workplace
Organisations that prioritise psychological safety gain a significant competitive advantage. Employees in these environments are more engaged, innovative, and committed to their organisation’s success. They are also more likely to stay in their roles, reducing turnover costs and increasing institutional knowledge.
As business landscapes continue to evolve - especially in hybrid and remote working environments—psychological safety will remain a cornerstone of effective leadership and sustainable growth.
Final Thoughts
Psychological safety in the workplace is not just about making employees feel comfortable - it’s about enabling high performance, fostering innovation, and ensuring long-term organisational success. Leaders who prioritise this create workplaces where employees thrive, ideas flourish, and businesses achieve lasting results.
Is your organisation fostering a culture of psychological safety? If not, now is the time to start.