Psychological Safety – a trendy buzzword, the goal of many organizations, or a reality in our work life?

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I first came across the term psychological safety a few years ago at an agile HR event. So, it’s familiar to me in a workplace context, but hands down: do we really know how it feels?

Yes, you read correctly! Actual feelings in our workplace? Really? 😉

And how do you know if your company genuinely builds on it, or just uses the term to make the job ad benefits section sound better?

Ok, ok, first things first… 💁‍♀️ In simple terms, here’s what psychological safety means: The concept's roots can be traced back to the 1950s, but according to Harvard Business School professor Dr. Amy Edmondson, who popularized it in 1999, psychological safety is “a shared belief held by members of a team that the team is safe for interpersonal risk taking.” In practice, this means people feel able to speak up with ideas, questions, concerns, or mistakes, without fear of being punished, humiliated, or ignored. It’s the foundation for learning, collaboration, and innovation.

However, if you experience situations in your organization where you, or anyone from your team, stay silent because others (often the same people) voice their opinions so loudly that you feel there’s no space for you to speak your truth, then it’s clearly not a psychologically safe environment.

For me, it also means that I can trust the people I work with. Can I count on them to have my back and keep their word? Or do I feel betrayed because the personal information I shared ends up making the rounds at the coffee machine?

So, integrity is the key. 💙 Do you walk your talk?

Quick Self-Check

👉 Ask yourself (and your team) these five questions:

1. Can I speak up without fear? Do I feel comfortable sharing concerns, ideas, or mistakes without worrying about negative consequences?
   

2. Are all voices heard? Do quieter or less senior team members get space to contribute or do the same people always dominate?
   

3. Do we respond with curiosity, not judgment? When someone raises a different opinion, do we listen and explore or shut it down?
   

4. Is trust stronger than gossip? Can I count on colleagues to handle what I share with integrity, instead of passing it around the coffee machine?
   

5. Do we learn together from mistakes? Are errors used as opportunities to improve, or as reasons to blame and shame?

👉 If most of your answers are “yes”, chances are your team is building psychological safety. If not, it’s a sign that there’s room for growth.

Psychological safety isn’t a perk; it’s the foundation we need to truly thrive.

Warmly,

Marina

The coffee machine should brew coffee, not stories about your colleagues. Think about it the next time you’re standing there. ☕️

Psychological safety check: Is your coffee machine fueling trust or gossip?