Psychological safety at work: Why your team really needs it

Have you ever sat in a meeting, holding back an idea because you weren't quite sure how others would react? Or watched a colleague stay quiet when they probably had something valuable to add? You're not alone. And with US advocates pushing for Workplace Psychological Safety laws in more than 20 states, these conversations are becoming more crucial than ever.

Here's the thing about psychological safety at work: While everyone's talking about it, creating it is a different story. It's not just about being ahead of potential legislation – it's about the small everyday moments that show people they truly can speak up and be themselves.

Sometimes, the signs of low psychological safety are subtle. Maybe it's the team that never disagrees in meetings (but whispers concerns in private), or the brilliant new hire who stopped suggesting fresh ideas after their first few got shut down. Or the growing number of 'sorry I'm leaving' emails in your inbox. These are exactly the kinds of workplace dynamics that future laws might address—but why wait?

I'm here to cut through the buzzwords and show you what psychological safety really looks like in action. While advocates work to make it a legal requirement, you can get ahead by building it now. We'll explore real examples from teams that got it right, unpack the four different types, and share practical ways to create a workplace where innovation naturally flourishes.

Ready to create a space where your team can truly thrive?

What is psychological safety in the workplace?

Think of psychological safety in the workplace as the confidence to be yourself at work—really yourself. It's when you know you can speak up, share ideas, ask questions (even the ones that seem obvious), admit mistakes, and raise concerns without worrying about being judged or getting in trouble. As Harvard professor Amy Edmondson puts it, it's about feeling safe to take interpersonal risks with your team.¹

It's like having a social safety net that lets you take those small daily risks that lead to big innovations, stronger relationships, and better solutions.

What are the 4 types of psychological safety?

Think of psychological safety like a ladder - each rung helps your team climb higher. Organizational expert Timothy R. Clark breaks it down into four key levels in his book, The 4 Stages of Psychological Safety:

1. Inclusion safety: Being yourself

This is ground level—where people can truly be themselves at work. They don't have to put on a work persona or hide parts of who they are. They can just show up as their authentic selves and know that's exactly what their team wants.

2. Learner safety: Growing together

Next, we need to create a space where "silly questions" don't exist, where people feel comfortable saying, "I don't understand," or "Could you explain that again?" It's about making learning feel safe, not scary.

3. Contributor safety: Making your mark

At this level, people feel confident putting their ideas into action. They know they have the support to try things their way, with helpful guidance when needed.

4. Challenger safety: Shaking things up

The top rung is where magic happens - when people feel secure enough to say, "What if we tried something different?" or "I see a better way." It's where innovation thrives because everyone knows their challenging questions are welcome.

Does psychological safety matter?

Just ask Google! When they dug deep into what makes teams exceptional (in their famous Project Aristotle), psychological safety came out as one of their top five must-haves. And let's be honest - when Google says something is crucial for team success, it's worth paying attention to.

Why does psychological safety matter so much?

Let's look at what happens when teams feel truly safe to speak up and be themselves. The results might surprise you. 😉

Fewer mistakes (yes, really)

Here's something fascinating: when people aren't scared of getting in trouble for honest mistakes, they actually make fewer of them. Teams with psychological safety see 40% fewer safety incidents.³ Why? Because people speak up when something doesn't look right rather than staying quiet and hoping for the best.

More creative solutions

Ever noticed how your best ideas often come when you're relaxed and comfortable? Research backs this up. A study of 328 team members found that psychological safety and creativity go hand in hand.⁴ After all, you're more likely to share that "wild idea" when you know your team will give it a fair shot.

Higher productivity

When people feel safe saying, "I think we might have a problem here," or "What if we tried this instead?" work flows better. Gallup found that these open conversations boost productivity by 12%.³ It's like removing invisible roadblocks in your team's path.

It improves employee retention: People stick around longer

Nobody likes feeling like their voice doesn't matter. That's why teams with psychological safety see 27% lower turnover rates.³ When people know they can speak up and be heard, they're more likely to stay and help build something great.

What does psychological safety look like at work? (Examples)

Let's move beyond theory and look at real companies putting psychological safety into action. These examples might spark some ideas for your own team:

1. Google's permission to explore

Remember how Google discovered psychological safety was crucial for teams? Well, they walk the talk. Their famous '20% time' policy encourages people to spend one-fifth of their work week exploring projects outside their normal roles. No pressure, just freedom to learn and experiment. And guess what? This trust led to some pretty amazing innovations - ever heard of Gmail or Google Maps?⁵ Both started as side projects. 🚀

2. NASA’s crucial culture shift

Sometimes it takes a wake-up call to create change. After the devastating Columbia space shuttle disaster in 2003, NASA realized an engineer had concerns but didn't feel safe speaking up. This led them to create their Safety Culture program⁷ - a safe space for anyone to raise safety concerns without fear. Because in their world, silence can cost lives.

3. Buffer’s trust from day one

Here's an interesting move: Buffer, a social media company, scrapped its 45-day trial period for new hires.⁸ Why? They realized people couldn't bring their best ideas when they felt they were constantly being tested. As they put it, who wants to take risks or share bold ideas when they're worried about making the cut?

As Courtney Seiter explains on the Buffer blog:

“A 45-day probationary period is a big risk, especially for those who left other jobs to join Buffer. If teammates felt insecure and ‘on guard’ for their first 6 weeks, we likely missed out on their candid thoughts and big, risky ideas.”

4. Unqork's inclusive hiring

Unqork bakes psychological safety right into its hiring process,⁹ asking questions about diversity and inclusion to find people who'll help create a welcoming space for everyone. They even run monthly sessions helping leaders build trust and respect. It's about creating a place where everyone can truly belong.

5. oak9’s clear goals, no micromanagement

Cloud security company Oak9 has a clever approach: They set super clear goals for new hires¹⁰ at 30, 60, and 90 days and trust them to figure out how to get there. There is no hovering or micromanaging—just clarity about what success looks like and faith in their team to make it happen.

🌟 Quick insight: Our Gen Z at Work Study found that Gen Z thrives when solving real problems rather than chasing big vision statements.

6. Achievers’ community building

Employee recognition platform, Achievers creates safe spaces through Employee Resource Groups (ERGs) - communities where people can connect over shared experiences or interests, from women in leadership to wellness enthusiasts. Recent research shows these groups actually boost psychological safety.⁶ As their Chief HR Officer Hannah Yardley puts it:

“Upon joining Achievers, it quickly became one of the first places I felt I could authentically show up as myself. I didn’t feel guilty for trying to get home early to see my kids or taking much-needed, proper time away. This was only possible because I felt safe enough to do so and welcomed to share my challenges and needs”

14 practical ways to create psychological safety in your workplace (that actually work)

Ready to create a space where your team feels safe to speak up and take risks? Here are some real-world strategies that make a difference:

1. Be human first, boss second. Drop the corporate mask. Talk to people like people, not job titles. Remember, everyone's doing their best - including you.

2. Master the art of calm leadership. Ever notice how panic spreads like wildfire? Learn to stay steady when things get rocky. Your team will mirror your energy, so make it count. If staying calm isn't your natural state (you're not alone!), start small and practice.

3. Speak their language. Different people need different approaches. Some want details; others prefer big-picture thinking. Some love data, others connect through stories. Get to know your team's preferences and adapt your style.

🎯 Want to understand what drives your team? Learn how to ask Marlee questions about your team's motivations - uncover what energizes vs. drains each team member

4. Welcome healthy disagreement. Think of different opinions as ingredients in a great recipe—they make things interesting! When someone challenges an idea, treat it as a chance to improve, not as a conflict to avoid.

5. Get curious when tensions rise. When someone seems upset, don't jump to defend or blame. Ask questions like "Help me understand what you're seeing here" or "What am I missing?"

6. Ask for honest feedback. Make it normal to ask, "How could this be better?" Don't just ask - really listen. If someone's brave enough to share feedback, it's gold.

7. Track your progress. Use simple tools to measure psychological safety in your team. What gets measured often gets better.

8. Create reliable rhythms. Set up regular team check-ins and stick to them. Predictability helps people feel secure.

9. Stay flexible with how work gets done. Plans change, and life happens. Show your team that adapting is okay.

10. Set clear work boundaries. Whether you're remote or in-office, create distinct work and rest spaces. Your brain needs those clear signals.

11. Protect focus time. Help your team carve out distraction-free zones. It shows you value their deep work.

12. Keep the human connection. Virtual coffee chats, quick catch-ups—make space for casual conversations that build team trust.

13. Champion real breaks. Encourage actual lunch breaks and time to recharge. Model it yourself - your team notices.

14. Honor the workday ends. Create small rituals to close your work day. Maybe it's a quick walk, a cup of tea, or simply shutting down your laptop with purpose.

Remember: building psychological safety takes time and consistency. Start with one or two of these practices and build from there. The key is showing your team - through actions, not just words - that it's safe to be themselves, take risks, and speak up.

Most importantly, practice what you preach. Your team will follow your lead, so make these habits visible in your work style.

How Marlee helps build psychological safety at work

Meet Marlee, your AI coach with a knack for understanding what makes teams tick. Drawing on more than 20 years of research, Marlee helps you discover what really motivates your people - their communication styles, what energizes them, and how they prefer to work.

Think of Marlee as your team insight partner. You'll get help to:

• Map out your team's unique motivations and work preferences
• Spot patterns in how your team works best together
• Adapt your leadership style to each team member
• Build emotional intelligence and stronger connections

The best part? Marlee helps turn these insights into action, creating an environment where everyone feels safe to be themselves and do their best work.

Want to see how your team dynamics develop? Invite your team to answer questions about what motivates them and discover what enables them to thrive.

Marlee team boards show similarities and differences in work styles

Mental health matters: Creating safe spaces at work

Remember when talking about mental health at work felt taboo? When people stayed quiet about their struggles, worried it might hurt their career? Things are shifting, thankfully, and here's why:

First, we're seeing more people - from CEOs to celebrities to your colleagues next door - openly sharing their mental health journeys. Their courage shows us it's okay not to be okay. Second, the rising awareness of mental health challenges has pushed organizations to take action, just like they did with physical safety. (Consider how seriously we take ergonomic desk setups - mental well-being deserves the same attention.)

The stress-safety connection

Here's something interesting about workplace stress - like spice in a recipe, a little bit can be good. Those short bursts of stress before a big presentation or important deadline? They can actually help us perform better.

But here's the catch: when stress becomes a constant companion, trouble starts. Imagine running a marathon without ever taking a break—that's what chronic stress feels like. It drains your energy, dampens creativity, and makes it hard to bring your best self to work.

Creating a stress-smart workplace

As a leader, you play a crucial role in spotting stress signals in your team before they become overwhelming. It's like being a good gardener - you need to notice when your plants need water before they start wilting. Tools such as Pioneera’s Indie help you do that safely and confidentially.

This connects directly to psychological safety. When people feel safe at work, they're more likely to:

• Admit when they're feeling overwhelmed
• Ask for help before stress becomes chronic
• Share creative ideas without fear
• Take smart risks that lead to innovation
• Bring their whole, authentic selves to work

Think about it: would you speak up about feeling stressed if you thought it might get you labeled as 'weak' or 'not cut out for the job'? Probably not. That's why psychological safety and stress management work together - you need both to create a workplace where people can thrive.

The good news is that when you build a psychologically safe environment, you also create natural stress buffers. People feel more comfortable speaking up early about challenges, sharing workload concerns, and supporting each other through tough times.

Making psychological safety real: Your next steps

Let's combine everything we've learned. Psychological safety isn't just another workplace buzzword—it's the foundation that helps teams accomplish amazing things.

Think about what we've discovered:

• When people feel safe to speak up, accidents and mistakes actually decrease
• Teams that welcome different viewpoints find more creative solutions
• Companies that build psychological safety see better retention and higher productivity
• Every small action counts - from how you respond to questions in meetings to how you handle mistakes

The best part? Building psychological safety isn't rocket science (though even NASA prioritizes it)! It starts with simple, everyday choices:

• Responding with curiosity instead of judgment
• Making it okay to say "I don't know" or "I need help"
• Celebrating when people take smart risks, even if they don't pan out
• Creating space for different voices and perspectives

Whether your team works from the same office or across different time zones, these principles remain the same. The tools might change (video calls instead of in-person meetings, digital check-ins instead of coffee chats), but the human need for psychological safety doesn't.

Remember: you don't have to transform your workplace overnight. Start small, be consistent, and watch how these little changes add up to something powerful. When people feel truly safe to be themselves, to speak up, and to take risks, that's when the magic happens.

Ready to take your first step? Try one thing from this article today. Maybe it's asking your team for feedback in a new way or responding differently when someone raises a concern. Every journey toward psychological safety starts with a single moment of trust.

If you'd like support along the way, Marlee is here to help you understand your team's unique dynamics and build an environment where everyone can thrive.

Start for free with Marlee.