Have you ever been in a meeting where you hesitated to share an idea, worried it might sound silly? Or avoided admitting a mistake because you feared the consequences? If so, you’ve experienced what it’s like not to have psychological safety.

But what exactly is psychological safety, and why does it matter for workplace culture, leadership, and team performance?

What is psychological safety?

Psychological safety is the belief that you can speak up, take risks, and admit mistakes—without fear of blame or embarrassment. It’s about fostering a work environment where people feel valued, heard, and empowered to contribute their best ideas.

Harvard Business School professor Amy Edmondson coined the term while researching hospital teams. Interestingly, she found that the best teams didn’t necessarily make fewer mistakes—they were just more open about discussing them. This willingness to share and learn led to better teamwork, innovation, and overall success.

“It’s felt permission for candor.” – Amy Edmondson

You can read more about her insights in the Harvard Business Review article: What Is Psychological Safety?

Why does psychological safety matter in the workplace?

Research, including Google’s Project Aristotle, shows that psychological safety is the most important factor in high-performing teams—more important than skills, experience, or team structure.

When employees feel psychologically safe, they:

• Share ideas openly, leading to more creativity and problem-solving
• Learn from mistakes instead of hiding them
• Feel engaged and valued, improving morale and retention
• Make better decisions, because diverse perspectives are welcomed

Without psychological safety, teams risk low engagement, high stress, poor decision-making, and a fear-based culture—none of which lead to long-term success.

How can leaders create psychological safety? 

Building a psychologically safe workplace doesn’t happen overnight, but leaders can take practical steps to create a culture where people feel supported and empowered:

• Encourage openness – Ask questions like What are your thoughts? or How do you see this situation?
• Model vulnerability – Admit mistakes and show that learning from failure is part of growth.
• Respond positively – Replace blame with curiosity: What did we learn? instead of Who’s at fault?
•  Show that every voice matters – Recognise contributions and ensure quieter team members are heard.

Common myths about psychological safety

“It’s just about being nice.” No! In fact, some “nice” workplaces lack psychological safety because people are too polite to challenge ideas. True psychological safety means honest, constructive discussions—even when it’s uncomfortable.

“It’s about making people feel comfortable all the time.” Not quite. Growth, learning, and innovation can be uncomfortable, but in a way that builds confidence rather than fear.

Creating a culture of learning & trust

At Understood, we specialise in leadership development, workplace culture, and team performance training. If you want to build a high-performing, psychologically safe workplace, our bespoke training programmes can help your leaders and teams develop the skills to thrive in today’s workplace.

Want to create a culture where employees feel safe to speak up and innovate?
Let’s talk! Contact us today to learn how we can help.