In today’s workplaces, change and pressure are constant. Industries are transforming, technology is disrupting, and the demand for innovation is relentless. What separates resilient, high-performing teams from those that burn out isn’t just skill or resources, but whether people feel safe enough to speak up.
This is where psychological safety comes in.
What Is Psychological Safety?
First introduced by Harvard’s Amy Edmondson, psychological safety is the “shared belief that the team is safe for interpersonal risk-taking.” In simple terms, it means knowing you won’t be punished, embarrassed, or ignored for asking a question, making a mistake, or sharing an idea.
And the evidence is powerful:
- Gallup (2023): Teams with high psychological safety experience 27% lower turnover, 40% fewer safety incidents, and 12% higher productivity.
- Deloitte (2020): Organisations with inclusive cultures (a hallmark of psychological safety) are six times more likely to be innovative and twice as likely to meet or exceed financial targets.
Psychological safety isn’t a “nice-to-have.” It’s a business-critical foundation for performance, retention, and resilience.