Unfortunately, for many employees, the idea of approaching their bosses with bad news, feedback, or concerns can cause a pit in their stomachs and a spike in anxiety. Whether it’s a fear of social repercussions—like judgment or embarrassment—or a perceived lack of job security, this feeling of vulnerability can hinder employees and the company, especially when they feel they can’t speak up.
On the other hand, work environments where individuals feel safe to speak their minds and question the status quo often stimulate greater productivity, creativity, and innovation. In fact, nearly 90% of employees agree it’s essential, according to McKinsey.
So how can employers foster psychological safety? Let’s start by understanding what that term actually means.
“Psychological safety” is a term coined by Amy C Edmondson, a professor at Harvard Business School. Defined as “a shared belief by members of a team that the team is safe for interpersonal risk taking,” psychological safety is simply when employees feel comfortable sharing their ideas and can take chances—without fear of punishment or humiliation.
That doesn’t mean leaders and team members are barred from giving criticism or poor performance reviews—far from it. It means that everyone’s allowed to share feedback, ask questions, learn from mistakes, and work through differences in a healthy and productive way.
While the term was first introduced in 1999, it has emerged again as a buzzword in recent years, encouraging leaders to develop safe, inclusive environments. But before we dive into what exactly a psychologically safe workplace looks like, you might wonder why it matters in the first place.