Why do some teams thrive while others struggle—even when they have equally talented people? The answer often isn’t about skills, processes, or even resources. It’s about something less visible, but far more powerful: psychological safety.
Psychological safety, a term popularised by Harvard researcher Amy Edmondson, is the belief that you can speak up, share ideas, and take risks without fear of embarrassment, punishment, or being judged. In other words, it’s feeling safe to show up as yourself at work.
And it’s not just about being “nice.” It’s about creating a culture where people feel supported to try, fail, learn, and succeed together. Without it, stress rises, creativity shrinks, and mental health suffers.
Why Psychological Safety Is Often Missing
Many workplaces still operate on unspoken rules like “don’t rock the boat” or “mistakes are weaknesses.” This leads to silence, self-protection, and a reluctance to take risks.
For example: In one team, employees stopped asking questions in meetings after a manager repeatedly shut them down with phrases like, “We’ve already tried that.” Over time, the team’s creativity and morale dipped, even though individuals were talented.
These cultures aren’t always intentionally harmful, but they reinforce the idea that it’s safer to stay quiet than to be honest.
The Impact on Mental Health and Team Success
When people feel psychologically safe, they are more likely to:
Share concerns early instead of bottling them up.
Admit mistakes without fear, which reduces stress and builds trust.
Engage more fully in projects, bringing their ideas forward.
Support one another, creating stronger team connections.
Research shows that psychologically safe teams are not only healthier, but also more innovative and productive. In contrast, when safety is missing, employees often hide struggles, disengage, or quietly leave.
Think of a workplace where someone feels they can’t admit they’re overwhelmed. They might push through silently until they burn out, while their team misses the chance to support them.
Signs Your Team Lacks Psychological Safety
If you’re wondering whether your team has a culture of safety, ask yourself:
Do people freely admit mistakes, or are they brushed under the rug?
Are meetings filled with genuine discussion, or mostly silence and agreement?
Do employees ask for help when they need it, or try to cope alone?
Is turnover or presenteeism (showing up but disengaged) higher than expected?
The absence of psychological safety doesn’t always look dramatic—but over time, it erodes both wellbeing and performance.
How Leaders Can Build Psychological Safety
The good news: psychological safety can be built deliberately. Leaders play a crucial role, but everyone can contribute.
Here are practical steps:
Model vulnerability – admit your own mistakes and share what you learned.
Encourage questions – welcome curiosity and alternative viewpoints.
Celebrate learning, not just results – praise effort and progress as well as outcomes.
Respond constructively – when mistakes happen, focus on solutions, not blame.
Normalise wellbeing check-ins – make space for conversations beyond tasks.
Small changes in leadership behaviour can create ripple effects across an entire team.
Final Thoughts
Psychological safety isn’t a “nice-to-have.” It’s the foundation for thriving teams and healthier workplaces. When people feel safe, they bring their best ideas forward, support one another, and build stronger resilience against stress.
By fostering psychological safety, organisations don’t just improve performance—they create cultures where mental health is valued, and people can truly thrive.
If you’d like to explore how to bring psychological safety and mental health awareness into your workplace, I’d love to help. Get in touch to find out more about training and resources available.