What is Psychological Safety?

Psychological safety is the belief that you will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. It is about creating a comfortable work culture to share your ideas, express your thoughts, and have constructive conversations. Psychological safety is a term coined by Harvard Business School professor Amy Edmondson in 1999. According to her research, psychological safety is the most important factor in the formation of high-performing teams. It is the feeling that the team will not embarrass, reject, or punish someone for expressing their ideas. Psychological safety is not about being soft or avoiding conflict, but about creating an environment where people are not afraid to challenge existing ideas, reject different opinions, or make mistakes.

Why is Psychological Safety Important?

Psychological safety is essential for team performance, innovation, and employee engagement. When people feel psychologically safe, they are more likely to share their ideas, ask questions, and provide feedback. This leads to better decision-making, faster problem-solving, and higher quality work. Psychological safety also promotes a culture of continuous learning and development. When people are comfortable making mistakes, they are more willing to take risks and experiment with new ideas which leads to innovation and creativity.

How Can We Increase Psychological Safety in Teams?

Increasing psychological safety in teams requires a deliberate effort and a willingness to create a safe and inclusive work environment. Some practical steps that teams can take to improve psychological safety include:

Be an example: Leaders must model the behaviors they want to see in their teams. They should lead the way in sensitivity, openness, and listening to different opinions.
Encourage participation: Encourage everyone on the team to participate in discussions, share their ideas, and ask questions. Ensure that everyone has an equal opportunity to do so.
Embrace feedback: Accept feedback and create a culture where it is seen as a gift to help improve.
Celebrate mistakes: Celebrate mistakes as learning and growth opportunities. Create an environment where people are not afraid to admit their mistakes and learn from them.
Build trust: Trust is the foundation of psychological safety. Create opportunities for team members to get to know each other personally and build relationships based on trust and respect.


Benefits of Psychological Safety

Increasing psychological safety in teams provides many benefits.

Increased Innovation

When people feel safe to share their ideas and take risks, they can find innovative solutions to problems. This leads to increased creativity and innovation.

Higher Employee Engagement

Psychological safety promotes a culture where everyone is encouraged to participate, leading to higher employee engagement and job satisfaction.

Improved Performance

When people are comfortable sharing their ideas and providing feedback, they can make better decisions and solve problems faster, leading to improved team performance.



Psychological safety is an essential element in creating high-performing teams. A culture where psychological safety is felt can unleash teams’ potential, allowing them to achieve greater success. Leaders play a crucial role in creating a psychologically safe work environment. They should model the behaviors they want to see in their teams and encourage everyone to participate in discussions. Accepting feedback and celebrating mistakes is important. In conclusion, by promoting psychological safety in teams, you can create a work culture where employees feel valued and respected. This can result in better performance, innovation, and employee engagement.

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