Psychological Safety

 

Psychological safety plays a crucial role in creating workplace environments where we all feel confident to share ideas and take risks without fear of judgment. It encourages behaviours that are vital for innovation, creativity, and learning. When we believe we are safe to express our thoughts and admit mistakes, we are more likely to collaborate and feel that our input is truly valued.  

Research has shown that psychological safety is associated with numerous positive outcomes, including: 

• Improved learning and knowledge sharing: Employees feel comfortable sharing their expertise and seeking help when needed. 

• Increased creativity and innovation: Risk-taking becomes more common, leading to new ideas and approaches. 

• Higher engagement and commitment: We feel more connected to each other and our mission. 

• Better problem-solving: Openness allows for addressing issues before they escalate.

How to create Psychological Safety at work:

1. Encourage Open Communication

Create a team culture where people feel comfortable sharing ideas, concerns, and feedback without fear of being judged. When people feel free to communicate honestly, they can show their true self and participate fully.

Example in practice:
Hold regular check-ins where questions and concerns can be raised openly, encouraging trust and transparency.

2. Lead by Example

Managers model openness by admitting mistakes, asking for input, and demonstrating a willingness to learn. Authentic leadership sets the tone, if leaders show vulnerability, others feel safe to do the same.

Example in practice:
Leaders share learning moments from projects and invite the team’s perspectives on improvements.

3. Show Genuine Appreciation

Recognise contributions in meaningful ways so people feel valued and respected. Feeling appreciated supports a sense of belonging and strengthens positive emotions, which drive engagement and wellbeing.

Example in practice:
Teams highlight weekly wins, acknowledge effort (not just outcomes), and celebrate contributions publicly.

4. Move Away from a Blame Culture

Shift conversations from “who is at fault?” to “what can we learn?” Focus on solutions and shared learning. A learning mindset reduces fear and increases willingness to speak up early, essential for inclusion and innovation.

Example in practice:
During reviews, teams explore underlying issues and improvements rather than assigning blame.

5. Ensure Everyone Has a Voice

Actively invite input from all team members, especially those who may be newer, quieter, or balancing non-visible disabilities. Equal opportunities to contribute reinforce inclusion and allow diverse strengths to emerge.

Example in practice:
Meetings include structured turn-taking or anonymous idea-sharing to ensure all voices are heard