Psychological safety at work is a key factor for an organisation's success, employee well-being, and productivity. A psychologically safe workplace means employees feel comfortable sharing their ideas, concerns, and questions without fear of being judged or punished. In a workplace like this, employees engage more, work better together, and help the organisation grow.

This guide will explain what psychological safety is, why it’s important, and how companies can create a safe environment for their teams. Using research, real examples, and practical tips, this article will help you understand the impact of psychological safety in the workplace.

What is Psychological Safety?

Psychological safety, a term coined by Harvard professor Amy Edmondson, refers to the shared belief among team members that it’s safe to take risks and speak up at work.

We’ve all been in a meeting where we’ve had an idea, but haven’t felt comfortable enough to speak out. The fear of ridicule, of making a fool of yourself, or our old favourite ‘imposter syndrome’ rears its head, so you just stay quiet. 

In a psychologically safe workplace, people feel secure when sharing opinions, asking questions, or admitting mistakes without worrying about negative consequences.

A workplace with strong psychological safety makes employees feel respected and valued, which leads to better creativity and teamwork. 

The absence of psychological safety can be a key indicator of a dysfunctional team. Employees can feel stressed and disengaged, which impacts negatively on their performance.

Why is Psychological Safety Important at Work?

1. Encourages Creativity and Innovation

Psychological safety makes employees feel comfortable sharing unique ideas without fear of being judged. They think outside the box more regularly, and can come up with left-field ideas that can really make a difference.

This leads to more creativity and helps teams solve problems in new ways. Companies that encourage open discussions are more likely to stay competitive and keep up with changing customers and marketplaces.

2. Improves Engagement and Retention

When employees feel safe, they are more likely to be happy, engaged, and loyal to the company. This leads to lower staff turnover, which reduces the costs of hiring new people. 

People want to stay in workplaces where they genuinely feel their ideas and efforts are valued.

3. Boosts Teamwork and Performance

In an environment of psychological safety, team members share feedback and collaborate better, leading to effective team cohesion. 

This helps teams become more effective at problem-solving and decision-making. 

Google’s Project Aristotle found that psychological safety was the number one factor in making teams successful.

4. Reduces Stress and Anxiety

When employees feel safe at work, they experience less stress and anxiety. This improves their mental health and helps create a healthier, more positive work environment.

How to Build Psychological Safety at Work

Creating a culture of psychological safety requires effort from both leaders and employees. It doesn’t just happen overnight and you’ll all need to work at it. 

Here are some ways to build towards a psychologically safe culture:

1. Leaders Set the Example

Leaders need to model the behaviour they want to see. Show vulnerability, admit mistakes, and accept feedback as a leader and you’ll encourage your employees to do the same. Showing your human side builds trust and openness in the workplace.

2. Encourage Open Communication

Encourage employees to speak up, ask questions, and share their concerns without fear of judgement. Regular check-ins, feedback sessions, and anonymous suggestion boxes can help open communication, while trust can be reinforced through team building activities.

3. Give Helpful Actionable Feedback

Feedback should be clear, specific, and aimed at helping employees grow. Avoid harsh criticism that discourages them from speaking up again. Instead, offer encouragement, support and guidance to build trust.

4. Recognise Contributions

Recognising employees' efforts, even small ones, helps create a culture where everyone feels valued. Celebrating achievements shows that all voices matter and encourages others to share their ideas.

5. Handle Mistakes with Empathy

Mistakes happen, but how they are dealt with is important. Instead of focusing on blame, treat mistakes as learning opportunities. This makes employees more willing to take risks and learn from their experiences.

Examples of Psychological Safety in Action

1. Google’s Project Aristotle

Google's Project Aristotle was an extensive study conducted over several years to identify what makes a team effective. The study involved over 180 active teams, and the goal was to discover the key factors that contributed to high performance. 

Surprisingly, the research revealed that psychological safety was the most critical factor for team success, even more than having talented or skilled team members.

Why Was Psychological Safety So Important?

Teams with high psychological safety were more willing to share their ideas, voice concerns, and take risks without fear of being judged or punished. 

For example, in psychologically safe teams, members felt comfortable admitting when they didn’t understand something or when they needed help, which led to faster problem-solving and innovation. As a result, these teams were more creative, efficient, and productive.

What Did Google Do Next?

After discovering the importance of psychological safety, Google introduced several initiatives to build and maintain it within their teams:

• Training Programs: Google developed workshops and training sessions to teach managers how to create a psychologically safe environment. These programs emphasised active listening, showing empathy, and encouraging open dialogue.
• Team Check-ins: Google encouraged regular team meetings where employees could openly discuss their feelings, challenges, and ideas. These check-ins allowed teams to address concerns and celebrate successes together, strengthening trust and collaboration.
• Creating a Culture of Learning: Google shifted its focus toward a learning culture where mistakes were seen as opportunities for growth. Employees were encouraged to experiment, share their lessons learned, and support one another, further enhancing psychological safety.

As a result of these efforts, Google observed improvements in team performance, innovation, and overall job satisfaction.

Project Aristotle became a widely recognised example of how investing in psychological safety can lead to greater organisational success.

2. Pixar’s Braintrust Meetings

Pixar Animation Studios, known for its creativity and groundbreaking films, has also established a culture where psychological safety plays a crucial role. One of the most notable practices at Pixar is the "Braintrust" meetings, where teams come together to review and provide feedback on ongoing projects.

What Are Braintrust Meetings?

Braintrust meetings are regular gatherings where directors, producers, writers, and other team members present their work-in-progress and receive feedback. These meetings create a safe environment where everyone, regardless of their role or rank, can offer honest, constructive feedback. 

The goal is to improve the quality of the project, not to criticise the individual. This approach encourages people to be candid and share their thoughts without fear of negative consequences.

How Does Psychological Safety Play a Role?

Psychological safety is central to the success of these meetings:

• Openness to Critique: Everyone’s ideas are welcomed, and all feedback is viewed as valuable. Even if a suggestion isn’t used, the act of sharing it is seen as contributing to the project’s success.
• Freedom to Admit Mistakes: Creators and directors at Pixar feel comfortable admitting when something isn’t working, allowing them to pivot and make changes before problems become bigger. This willingness to acknowledge flaws is essential for producing high-quality films.
• Celebrating Contributions: Team members are encouraged to take risks and explore new ideas, even if they don't always succeed. By celebrating efforts and contributions, Pixar builds a culture of respect and support.

Results of the Braintrust Approach

The Braintrust approach has led to the creation of numerous award-winning films, such as "Toy Story," "Finding Nemo," and "Inside Out." These movies are not just successful because of their animation or storytelling but because of the collaborative, psychologically safe environment that allowed creative ideas to flourish. 

By establishing psychological safety, Pixar ensures that all voices are heard, leading to innovative solutions and exceptional outcomes.

Key Takeaways from Google and Pixar

1. Psychological safety enables innovation: Both Google and Pixar show that when employees feel safe to speak up, challenge ideas, and share insights, creativity and problem-solving improve significantly.
2. Leaders set the tone: Leaders at both companies actively encourage open communication and model behaviours that make it safe to take risks and make mistakes.
3. Consistent practices are necessary: Regular team check-ins at Google and ongoing Braintrust meetings at Pixar highlight the need for structured opportunities for employees to practise psychological safety.

Creating a psychologically safe workplace environment is not only possible but also incredibly beneficial for encouraging teamwork, creativity and long-term success.

Common Barriers to Psychological Safety

So with the benefits of psychological safety being clear and obvious, why don’t all companies and teams operate like this? (No, it's not just because your boss is a micromanager...)

There are many factors (and excuses) that prevent organisations from establishing a psychologically safe workplace, but as with any blockers, where there is the will to overcome the barrier it is possible to succeed. 

Overcoming Barriers to Psychological Safety

Barrier		Solution
Hierarchical Structures: Employees may hesitate to speak up in companies with strict hierarchies, fearing punishment.		Reduce Hierarchies: Encourage open and honest conversations across all levels of the company.
Fear of Failure: A culture that punishes mistakes stops people from taking risks or sharing ideas.		Promote a Growth Mindset: Focus on learning from mistakes instead of punishing them.
Lack of Trust: Without trust among team members, psychological safety is weakened, reducing collaboration and engagement.		Build Trust: Use team-building activities and be transparent to create stronger relationships.
Poor Communication: If communication isn’t clear, employees may not feel comfortable expressing their thoughts.		Improve Communication Skills: Provide training on listening, empathy, and non-verbal communication skills to improve team interactions. Encourage managers to utilise facilitation skills.

Key Takeaways

1. Psychological safety is essential for encouraging creativity, teamwork, and employee well-being.
2. Companies that prioritise psychological safety see better performance, engagement, and retention.
3. Leaders play a critical role in creating a safe environment by showing vulnerability and encouraging open communication.

FAQs about Psychological Safety

Q1: What is psychological safety?

Psychological safety means employees feel safe to speak up, take risks, and share ideas without fear of punishment or judgement.

Q2: Why is psychological safety important?

It’s important because it boosts creativity, teamwork, employee engagement, and reduces stress, which leads to better overall performance.

Q3: How can leaders promote psychological safety?

Leaders can promote psychological safety by being open, facilitating communication, giving helpful feedback, and recognising employee contributions.

Q4: What are barriers to psychological safety?

Common barriers include strict hierarchies, fear of failure, lack of trust, and poor communication.

Q5: How can psychological safety be measured?

Psychological safety can be measured through surveys, feedback, and observing team behaviour.