Person holding a black mask and looking trepidatiously
You’ve probably heard that psychological safety is essential for high-performing teams. But how can you tell if your workplace truly has it—or if silence, hesitation, or fear are holding people back?
Psychological safety isn’t about being “nice” or avoiding tough conversations—it’s about creating a culture where people feel safe to take interpersonal risks without fear of negative consequences.
In this post, we’ll cover:
✔ Signs that your team has strong psychological safety
✔ Red flags that it’s missing
✔ What you can do if the warning signs show up
Signs of a Psychologically Safe Workplace
When psychological safety is present, you’ll notice:
1. People Speak Up Without Hesitation
Team members share ideas, voice concerns, and ask questions—even if the topic is sensitive or controversial.
2. Questions Are Welcomed (Not Punished)
Employees feel comfortable saying, “I don’t understand” or “Can you explain?” without being judged.
3. Mistakes Are Treated as Learning Opportunities
When errors happen, the focus is on what can be learned—not who to blame.
4. Feedback Flows Both Ways
Leaders not only give feedback but also receive it openly. Employees feel empowered to share constructive feedback with managers.
5. Healthy Debate Happens
People disagree respectfully. Ideas are challenged without personal attacks, and different viewpoints are valued.
Red Flags That Psychological Safety is Missing
If these sound familiar, your team might be operating in fear rather than trust:
1. Silence in Meetings
When you ask, “Any questions?” and the room goes quiet—even when it’s clear clarification is needed.
2. Fear of Mistakes
Employees hide errors or delay reporting issues because they’re worried about repercussions.
3. Lack of Innovation
Ideas rarely come from the team, and brainstorming sessions feel like pulling teeth.
4. Conversations Happen in the Shadows
Important feedback or concerns are shared privately, never in the open.
5. People Don’t Speak Truth to Power
Leaders don’t get honest feedback because employees are afraid of negative consequences.
What Can You Do If the Warning Signs Are There?
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Model the behaviour you want to see: Admit your own mistakes and thank people for raising concerns.
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Ask better questions: Instead of “Any questions?” try “What’s one thing we might be missing?”
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Respond constructively: When someone shares an idea or error, react with curiosity—not criticism.
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Create norms for open dialogue: Establish team agreements like “assume positive intent” and “disagree respectfully.”
Final Thought
Psychological safety isn’t something you either have or don’t have—it’s something you build and maintain over time. Spotting these signs early is the first step to creating a workplace where everyone feels safe to contribute.
Download our Psychological Safety Checklist to assess where your team stands and identify practical steps to improve it.
