The term psychological safety was coined by Harvard Business School professor Amy Edmondson in 1999, and it continues to shape how we think about effective teams and workplace culture today. According to a McKinsey survey, nearly 89% of employees believe that psychological safety is essential for a healthy work environment. Yet, many workplaces still struggle to create this sense of security where people can show up as themselves, express uncertainty, and take risks without fear of judgment or backlash.
In a psychologically safe environment, trust and respect are the norm. You don’t have to wear a mask or carefully measure every word before speaking. Instead, you’re encouraged to think out loud, offer new perspectives, and ask for help when needed. It’s a space where people feel accepted for who they are and supported for what they bring to the table.
Why psychological safety matters
When employees worry about being judged, dismissed, or punished for mistakes, they tend to hold back even when they have something valuable to say. This silence can have invisible but significant costs. Great ideas go unspoken, issues remain unresolved, and team learning slows down. Over time, innovation and collaboration suffer.
Research consistently shows that psychological safety fuels better team performance, creativity, and problem-solving. When people feel safe to speak up, they are more likely to share bold ideas, challenge assumptions, and collaborate more effectively. It also promotes learning. Teams that feel safe tend to analyse mistakes together, find solutions faster, and continuously improve.
Beyond productivity, psychological safety also strengthens wellbeing. Employees who feel secure and respected experience less stress, higher engagement, and greater job satisfaction. It’s not just about being nice, it’s about building a foundation of trust that enables people and organisations to thrive.
What it looks like in practice
Psychological safety can take many forms in everyday workplace interactions. It might look like:
- A junior team member asking a question in a meeting without being made to feel silly for not knowing.
- A manager admitting they made a mistake and encouraging others to do the same.
- A colleague respectfully challenging a decision, knowing their perspective will be heard and valued.
- Team members checking in with each other not just about deadlines, but about how everyone is coping and feeling.
These small moments send powerful signals. They tell people that it’s okay to be human at work. They build a culture where candour, humility, and mutual respect replace fear and defensiveness.
How to build a psychologically safe workplace
A culture of psychological safety doesn’t appear overnight. It’s built intentionally, over time, through consistent actions and shared accountability. Leaders play a crucial role, but every team member contributes to maintaining and modelling it.
1. Respond to mistakes with curiosity, not blame
When something goes wrong, focus on understanding what happened rather than who to blame. Replace “Who’s responsible?” with “What can we learn from this?” Curiosity keeps conversations constructive and helps people feel supported rather than attacked.
2. Encourage participation from everyone
Teams often hear from the same few voices in every discussion. Make it a point to invite quieter members to share their ideas. You could say, “We haven’t heard from everyone yet, does anyone have a different perspective?” Equal participation builds confidence and inclusion.
3. Model vulnerability as a leader or peer
When leaders admit they don’t have all the answers, they normalise learning and imperfection. It signals that uncertainty is not weakness, it’s part of growth. This honesty encourages others to take risks, speak up, and be real.
4. Create a feedback loop and act on it
Asking for feedback is a good start, but acting on it is what builds trust. When employees see their suggestions lead to visible change, they feel valued and more willing to contribute again.
Building psychological safety is not about eliminating all conflict or disagreement. It’s about creating a space where conflict leads to solutions, not fear. Over time, these practices become habits that shape how teams think, communicate, and collaborate.
Build a culture where people feel safe to speak up, grow, and thrive together. Reach out to us at hello@serein.in