How to Create Psychological Safety at Work

How to Create Psychological Safety at Work

How to Create Psychological Safety at Work

Learn how to build psychological safety at work. Discover the science behind trust, inclusion, and open communication in thriving team cultures.

Introduction: Why Psychological Safety Is the New Superpower

Imagine being part of a team where you can speak up without fear, ask for help without shame, and share ideas without worrying about rejection. This is psychological safety—a key ingredient for high-performing, resilient workplaces.

Coined by Harvard researcher Amy Edmondson, psychological safety refers to a shared belief that a team is safe for interpersonal risk-taking. It’s what allows people to be honest, innovative, and human—even in high-pressure environments.

Without psychological safety, people stay quiet. They hide mistakes, suppress ideas, and disengage. With it, teams thrive.

What Is Psychological Safety?

Psychological safety means individuals feel:

  • Safe to speak up

  • Respected, no matter their role

  • Accepted even when they make mistakes

  • Comfortable being themselves

It’s not about avoiding conflict or being overly “nice.” It’s about creating an environment where candor, courage, and care can coexist.

Why It Matters: The Science and Data

  • Google’s Project Aristotle (2015) found that psychological safety was the #1 predictor of effective teams.

  • Studies show it increases innovation, collaboration, engagement, and wellbeing.

  • It reduces burnout and turnover by making teams more supportive and emotionally intelligent.

From a neuroscience lens, psychological safety downregulates the amygdala (fear center) and activates the prefrontal cortex, allowing for clearer thinking and better decision-making.

What Psychological Safety Looks Like in Practice

  • Team members admit mistakes without fear of blame

  • Diverse perspectives are welcomed, not minimized

  • Questions are encouraged—even “basic” ones

  • Feedback is shared constructively and received openly

  • People feel safe to say “I don’t know” or “I need help”

What Undermines Psychological Safety

  • Micromanagement or punitive leadership

  • Shaming people for errors

  • Ignoring input from quieter voices

  • Gossip, exclusion, or subtle biases

  • “Toxic positivity” that invalidates real concerns

These behaviors trigger stress responses and reduce trust, leading to silence, compliance, and disconnection.

6 Practical Ways to Create Psychological Safety at Work

1. Model Vulnerability as a Leader

When leaders admit mistakes, ask for feedback, or say “I don’t have all the answers,” they normalize learning over perfection. Vulnerability builds trust.

2. Normalize Feedback in Both Directions

Make feedback a culture, not a correction. Encourage team members to give feedback up, down, and sideways—kindly, directly, and regularly.

3. Create Clear Team Norms

Establish agreements like:

  • “Every voice matters.”

  • “We ask before assuming.”

  • “Mistakes are part of growth.”
    Clarity reduces anxiety about what's safe to say or do.

4. Reward Speaking Up

Celebrate when someone points out a blind spot, shares an unconventional idea, or challenges groupthink. Appreciation fuels courage.

5. Manage Conflict with Curiosity, Not Control

Instead of shutting down disagreements, explore them. Ask:

  • “What’s important to you here?”

  • “How can we meet in the middle?”
    Psychological safety thrives when tension is handled with care.

6. Listen to the Quietest Voices

Introverts or marginalized team members often hesitate to speak up. Make space. Invite their views. Acknowledge contributions publicly.

Psychological Safety and Mental Health

Psychological safety isn’t just about better teamwork—it’s a mental health strategy. When people feel emotionally safe, they experience:

  • Reduced anxiety and stress

  • Increased job satisfaction

  • Better boundaries and communication

  • Stronger resilience during change

A psychologically safe workplace protects people’s nervous systems. It turns survival mode into a space for creativity and connection.

Conclusion: Safety Is the Soil for Growth

Psychological safety isn’t a perk—it’s a prerequisite for deep collaboration, innovation, and human-centered work. Whether you’re a team leader or a team member, you have influence.

Safety begins in the micro-moments: how you listen, how you respond to mistakes, how you include others.

At IMS Psychology, we believe safety and performance are not opposites—they’re partners. Our [Workplace Emotional Intelligence Toolkit] offers practical scripts, reflective exercises, and team-building tools to help you create safety from the inside out.

written by,

Martin Rekowski 9. November 2025

External Link Suggestion

https://hbr.org/2017/08/high-performing-teams-need-psychological-safety-heres-how-to-create-it

Reference: Harvard Business Review – High-Performing Teams Need Psychological Safety

Back to blog