DREIESKIVA​|Roald Kvam

In the world of team dynamics and organizational performance, one concept continues to rise to the top: psychological safety. Coined by Harvard professor Amy Edmondson and brought into the spotlight by Google’s Project Aristotle, psychological safety is now recognized as one of the most important factors for team success.

But what is it—and why does it matter so much?

What is psychological safety?

Psychological safety is the shared belief that it’s safe to take interpersonal risks on a team. That means people feel they can speak up, offer ideas, raise concerns, admit mistakes, or ask for help—without fear of embarrassment, rejection, or punishment.

In a psychologically safe environment, people aren’t focused on protecting themselves. They’re focused on doing great work, together.

Why psychological safety drives performance

When people feel safe, several powerful things happen:

• They contribute more fully: Creativity thrives when people know their voice matters.
• They learn faster: Mistakes become lessons instead of liabilities.
• They collaborate more effectively: Trust allows for open dialogue and healthy conflict.
• They stay longer: Teams with psychological safety report higher engagement and lower turnover.

In short, psychological safety doesn’t just make work feel better—it makes it work better.

5 ways to build psychological safety on your team

1. Normalize Vulnerability—Especially as a Leader

Psychological safety starts at the top. When leaders admit mistakes, ask for feedback, or say “I don’t know,” they signal that it’s okay to be human. Vulnerability builds trust. It invites others to bring their full selves to the table, without fear.

Try this: Start meetings by sharing a recent challenge or a learning moment. Make it clear that uncertainty and growth are part of the culture.

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2. Make It Safe to Speak Up

Too many great ideas die in silence. People hold back because they’re afraid of being judged, ignored, or penalized.

Create intentional spaces where every voice is welcome—especially those who don’t speak up easily. Respectful disagreement should be seen as collaboration, not confrontation.

Try this: In discussions, ask: “Is there anything we’re missing?” or “What’s a different take on this?” Encourage constructive dissent.

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3. Respond with Curiosity, Not Criticism

How you respond to bad news, feedback, or unconventional ideas determines whether people will speak up next time. A dismissive reaction shuts people down. Curiosity invites them in.

Try this: When someone makes a mistake or offers a new idea, say: “Tell me more.” Or, “What made you think that?” Give people space to elaborate instead of shutting them down.

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4. Give Permission to Fail—and Learn

If failure is punished, innovation dies. If it’s processed and shared, teams grow faster and wiser.

Create a culture where small, safe-to-fail experiments are encouraged. Celebrate learning as much as winning.

Try this: In team retrospectives, ask: “What did we try that didn’t work—and what did we learn?” Make it part of your rhythm.

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5. Create Rituals That Reinforce Safety

Psychological safety isn’t built in a day. It’s reinforced through consistent practice. Rituals like check-ins, feedback loops, and regular reflection help teams stay connected, aligned, and resilient.

Try this: Start meetings with a quick “How are you really?” check-in. Use pulse surveys to gauge team safety and openness.

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The cost of silence

One of the most damaging things on any team isn’t disagreement—it’s silence. Silence hides problems, stifles innovation, and breeds disengagement. In contrast, a psychologically safe team isn’t afraid of the truth. They face it together.

“People don’t leave companies—they leave managers.”
And more specifically: they leave cultures where they don’t feel safe.

Psychological safety in hybrid and remote teams

In a hybrid or remote work environment, psychological safety becomes even more critical—and more fragile. Without hallway chats and subtle body language, misunderstandings are easier, and disconnection grows faster.

Be intentional about building connection:

• Keep cameras on when possible—but respect boundaries.
• Don’t skip the human moments. Make time for informal catch-ups.
• Clarify expectations, norms, and ways to give/receive feedback virtually.

Safety unlocks courage

Psychological safety isn’t about avoiding hard conversations or lowering standards. It’s about creating the conditions where people can bring their best—especially when the stakes are high.

When teams feel safe, they don’t play it safe.
They take risks.
They solve problems faster.
They innovate.
They trust each other to grow—even when it’s messy.

Because at the heart of every high-performing team isn’t just skill or strategy. It’s trust.