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Imagine sitting in a meeting with a great idea that could solve a nagging problem—except the idea of sharing makes you squirm in your seat. Maybe you worry it’s not perfect, or worse, your team members might judge you. This hesitation might not be a personal quirk. It’s likely a sign that psychological safety is missing from your workplace.��

In this guide, we’ll explore the concept of psychological safety at work, why it’s necessary for a healthy work environment, and practical ways to cultivate it.��

What is psychological safety?

Psychological safety means being able to speak up, share ideas, and admit mistakes without fear of being ridiculed by your colleagues. In the 1990s, Harvard professor Amy Edmondson coined the term while researching team dynamics. Edmonson’s research revealed that high-performing teams aren’t the ones that rarely make mistakes. They’re the teams that speak openly about them with their colleagues, accept feedback, and learn from the experience.

Helping team members feel safe doesn't mean avoiding conflict at all costs. Instead, fostering psychological safety in the workplace means nurturing a work culture where difficult conversations and high expectations are met with support. Leaders who embrace workplace safety facilitate work environments where people feel respected, even regarding failures and the tough conversations that follow.��

Why is psychological safety important in the workplace?

Work culture is shifting. Today, team members don’t just look for a big paycheck and benefits. According to a 2024 survey conducted by the Society for Human Resource Management, for 46% of HR professionals and 36% of workers in the United States. New priorities reflect broad change—people yearn for a work culture that values empathy, mutual respect, and organizational support.��

In short, attention to mental health and psychological safety is crucial to successful organizations.��

When employees feel safe to express themselves, it creates a ripple effect. Team members are more likely to take initiative, share innovative ideas, and support one another. This positive work environment encourages growth and learning, where making mistakes is perceived as an opportunity, not a failure.��

How to know if your team feels psychologically safe

How can you tell if your team truly feels safe to speak up, share ideas, or take risks? Interpersonal dynamics can be hard to quantify, but there are clear signs that indicate psychological safety is a central pillar of your work culture. Here are some psychological safety examples to aim for:

Mistakes are learning opportunities

In a psychologically safe environment, mistakes aren’t met with side-eyed judgment. Team members know they can learn from failures and grow from the experience, feeling empowered to take risks and embrace creativity.��

Open communication is encouraged

Open communication is a clear sign of workplace safety. Team members feel comfortable sharing their ideas, raising concerns, and tackling difficult conversations.��

Leaders embrace differences

Diversity of thought, background, and perspective is perceived as a strength rather than a barrier. People feel comfortable being their authentic selves, knowing they’ll be received with respect and encouragement. Inclusive leadership nurtures a sense of belonging, creating a work environment where differences are celebrated.����

Team members feel comfortable taking risks

In a psychologically safe workplace, taking risks is seen as a path to innovation, even when it feels intimidating. Team members encourage one another to step outside their comfort zones, try new ideas, and experiment without the fear of harsh judgment.��

Employees ask for help

Asking for assistance is a normal, constructive part of the team dynamic, not something everyone shies away from. Team members are confident to reach out when they need help, knowing they’ll receive support without judgment. This open communication signals a collaborative atmosphere where team members share knowledge and come together to overcome challenges.��

No one undermines the efforts of others

Sabotage and undercutting have no place in a psychologically safe workplace. On the contrary, team members uplift one another with the understanding that collective success benefits everyone. Employees know they can rely on one another for help and encouragement.��

10 initiatives to improve psychological safety in the workplace

Creating psychological safety is a shared responsibility. Whether you’re an employer, leader, or employee, these ideas outline how to create psychological safety at every level of the organization.

What organizations can do

Organizational initiatives set the tone—either by establishing robust support structures or undermining team members’ confidence. HR departments should focus on proactive measures that prioritize wellness, mental health, and a positive employee experience.��

1. Train leaders

Workshops on emotional intelligence, active listening, and other soft skills position leaders to work through conflict and build supportive teams. Running practical training sessions—including role-play and real-time feedback—helps build a leadership style built on empathy, setting the standard for constructive, transparent communication that trickles down.��

2. Reduce unnecessary hierarchies

Rigid hierarchies can lead to communication barriers and competition. Create opportunities for employees to interact regularly on an even playing field, including cross-departmental meetings or informal “office hours” with leadership. This fosters a more inclusive, collaborative environment.

3. Create platforms to celebrate employee achievements

Build consistent channels to recognize and share employee success. Formal recognition programs, internal newsletters, or a simple kudos on the team Slack channel encourage good work. This can boost morale and reinforce that everyone’s contribution matters.��

4. Fund wellness programs

Psychological safety goes beyond feeling comfortable speaking up. It’s also about ensuring employees feel supported in their overall health and well-being. With flexible hours, remote work, and mental health workshops, organizations show they care about more than productivity. This approach creates a supportive workplace culture, encouraging team members to feel safe to reach out for help when they need it.��

What leaders can do

Leaders push change forward. Their approach echoes the company culture, driving teams towards a more inclusive and psychologically safe environment. By modeling the behaviors they want to see in their teams, leadership has the power to foster open communication and stimulate growth.

1. Encourage open communication

Leaders who actively invite employee feedback and hold space for tough conversations show their teams that diverse perspectives matter. Team meetings, debriefs, and one-on-one check-ins are opportunities to make it clear that leadership values everyone’s voices. By asking questions like, “What’s not working here?” or “How can we improve?” leaders signal a culture of teamwork where input is welcome and expected.��

2. Normalize learning from mistakes

Mistakes are opportunities for growth, not failures to run away from. Leaders can normalize this mindset by regularly holding debriefing sessions where teams reflect on improvement instead of blame. Leaders can also share their mistakes openly, demonstrating vulnerability and creating a safe space for everyone else to do the same.��

3. Take fear out of the equation

It’s not unusual for team members to feel uncomfortable giving feedback or owning up to mistakes, especially if there’s fear of being shot down or facing consequences. Leaders can break this cycle by embracing all communication, showing that no question is too small and no opinion is too far-fetched. When leaders create an atmosphere where people can speak openly, it stimulates more honest conversations, better problem-solving, and an overall sense of belonging.��

What employees can do

A psychologically safe workplace requires active participation from employees. Without their buy-in, efforts to foster a supportive environment can quickly unravel.��

1. Embrace openness and vulnerability

All it takes is one brave individual to set off a domino effect. Team members who openly share their thoughts, mistakes, and challenges can catalyze a workplace where others feel safe to share as well. When employees withhold feedback, it stifles the entire team’s communication and growth.��

2. Actively listen to colleagues

Don’t just hear what others have to say. Listen, reflect, and take action—it demonstrates respect, sparks meaningful conversation, and strengthens team diversity.

3. Show appreciation when others share

Offer specific, meaningful feedback to team members, highlighting work that is impressive or impactful. By acknowledging effort behind a successful project or small victory, you foster a culture where people are eager to engage and share.��

Take care of your team with �������

Creating a workplace where every employee feels psychologically safe isn’t a nice perk. It’s essential to building a strong, thriving workforce. Often, managing interpersonal dynamics is the most challenging part of running a business. But when your team feels safe and supported, you unlock their full potential.��

������� makes it easier to provide the benefits and perks that keep your team engaged and productive—no matter where they work from. With support for hiring, onboarding, and managing global teams, ������� helps your HR team build a culture where psychological safety flourishes.��

Ready to foster a workplace that values well-being and productivity? Explore �������’s Total Rewards to see how we can help build a happier, more inclusive work environment for your global team.��

About �������

������� is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. ������� lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.

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