Psychological Safety: The Foundation of Thriving Workplaces
Feeling comfortable, respected and connected at work matters. As one employer partner told us, “If you want the best talent, you have to provide the best environment.”
Psychological safety—the belief that one won’t be penalized or humiliated for speaking up with ideas, questions, concerns, or mistakes—is crucial for fostering a healthy and productive workplace. When employees feel safe to share their thoughts and take risks, innovation flourishes, engagement increases, and overall job satisfaction improves. This is particularly important in today’s climate, as the current U.S. administration moves to strip down Diversity, Equity, and Inclusion (DEI) protocols, making the need for psychological safety in the workplace even more pressing.
Why Psychological Safety Matters
Without psychological safety, employees may suppress valuable insights, avoid challenging the status quo, or disengage altogether. Insights, new ideas and engagement are vital to innovation and adaptability. In the absence of a supportive environment, organizations risk losing diverse perspectives, which are essential for problem-solving and growth.
In fact, studies show that teams with high psychological safety are 2.8 times more likely to be high-performing, according to research from Google’s Project Aristotle. Conversely, workplaces that lack psychological safety experience higher levels of stress, burnout, and turnover.
A study by the Center for Creative Leadership found that almost 50% of employees in the U.S. report feeling they cannot freely share their opinions or feedback at work. Furthermore, 65% of employees say they often feel unsafe voicing their concerns or admitting mistakes for fear of judgment.
How Employers Can Take Action
To foster psychological safety, employers can:
Develop a Culture of Feedback and Vulnerability: Leaders should set the tone by openly acknowledging mistakes and seeking feedback, which helps normalize the process of learning from errors.
Incorporate Policies That Foster Open Communication: Create spaces upheld by explicit and implicit policies and practices where employees feel comfortable expressing their thoughts and concerns, whether it’s through regular check-ins, surveys, or anonymous feedback channels.
Prioritize Inclusivity: Actively engage employees from all backgrounds and ensure that diverse perspectives are heard and worked through, particularly in decision-making processes.
Provide Support, Resources and Opportunities for Development: Offer training in emotional intelligence and conflict resolution to help employees navigate difficult conversations respectfully and constructively.
Psychological safety is no longer a “nice-to-have.” It’s essential for fostering a thriving, innovative workplace. Organizations should focus on creating environments where every employee feels valued and empowered to contribute.
Our team is committed to helping businesses create workplaces where psychological safety is a foundational value, building stronger, more resilient teams in the process. Contact us here for support and check out a podcast interview featuring our Director of Operations, Austin Planer, on this topic here.