Is your workplace psychologically safe? What to look out for when creating a workspace where employees can thrive.
Creating a psychologically safe workplace isn't just a box-ticking exercise — it plays a crucial role in the success of your organisation. When employees feel safe, they are more likely to voice their ideas, concerns, and constructive criticisms, which in turn paves the way for greater engagement, innovation, profitability.
So how do you know if your workplace is psychologically safe?
In a psychologically safe workplace, mistakes are permitted. They're seen as opportunities to learn and grow, not triggers for blame and punishment. Employees should be able to challenge norms and voice out their ideas without fear of negative impacts on their roles. Moreover, employees should feel that their contributions are valued, that their wellbeing matters. In a psychologically safe setting, mental health isn't brushed under the rug; it's addressed with empathy and understanding.
As a leader, it is your responsibility to build a mentally safe workspace for your team. So, ask yourself: Can my team voice out ideas openly? Can they share concerns without second-guessing the reaction? Can they be their authentic selves without fear of being judged?
Here are five key actions I help my clients to systemise, so that the fundamentals for a safe workplace are put on auto-pilot.
Team values: As the foundation for safety, establish a clear understanding of your team’s values and the behaviours that will and will not be accepted.
Team engagement: Actively encourage engagement with others in the team and the work they do, whether they’re in the office or working remotely.
Empowerment: Give your team the skills and resources they need to do their work, and leave them to it.
Recognise effort: Recognise genuine effort, even if it doesn’t get the expected result; encouraging reflection and providing support and coaching so the next attempt will succeed.
Monitor workloads: Have conversations about prioritising and managing expectations from senior leaders about what your team can realistically achieve with the resourcing you have.
Remember, psychological safety is not about being comfortable — it’s about feeling safe to take risks, to disagree, to be vulnerable. It’s about ensuring every voice is heard, every opinion valued and everyone contributing to the bigger picture. Because when your employees and teams feel safe, they dare to be great.