Psychological safety: The key to unleashing your team's full potential
Welcome to this edition of our HR newsletter, where we will discuss the importance of fairless organisations.
In today’s fast-paced business world, where innovation and adaptability are critical, psychological safety has emerged as a key driver of performance. But what does it really mean? At its core, psychological safety is the belief that you won’t be punished or humiliated for making mistakes, sharing ideas, or expressing your authentic self. For HR professionals, it’s more than just a buzzword—it’s the foundation for building high-performing, engaged teams.
Let’s dive into what psychological safety is, why it matters, and how HR leaders can foster it within their organizations.
What is psychological safety?
Psychological safety refers to a climate where employees feel comfortable speaking up, whether to offer a new idea, ask a question, or admit a mistake without fearing negative consequences. In an organization with a strong sense of psychological safety, employees are empowered to:
- Make mistakes without fear of blame
- Share opinions freely, even if they challenge the status quo
- Take risks and explore new ways of doing things
- Be authentic without worrying about judgment
It’s not about creating an environment where anything goes. Instead, it’s about fostering an atmosphere where openness, trust, and mutual respect are the norms and where feedback is viewed as an opportunity for learning, not punishment.
Why psychological safety is the #1 factor for performance
Harvard professor Amy Edmondson, who pioneered research on psychological safety, found that it’s the most important factor in determining a team’s success. Google’s famous Project Aristotle echoed this sentiment, concluding that psychological safety was the #1 factor that differentiated high-performing teams from the rest.
Why is it so crucial? Here’s what the research shows:
- Increased innovation: When employees feel safe to propose new ideas or challenge existing processes, innovation thrives. The fear of failure doesn’t hold them back.
- Faster problem-solving: Teams with psychological safety are quicker to identify problems and solve them because employees are unafraid to raise concerns early.
- Higher engagement: Employees who feel safe are more engaged, motivated, and loyal. They’re willing to go the extra mile because they trust their organization values them.
- Better collaboration: Trust within teams leads to better communication and collaboration, as employees are more likely to share information and ideas openly.
How to build psychological safety in your organization
Now that we understand why psychological safety is so essential, the next question is: how do we create it? Here are four practical steps that HR leaders can take to foster a psychologically safe workplace:
1. Promote open dialogue and active listening
Encourage leaders and managers to create a culture where open dialogue is welcomed. Employees should feel comfortable expressing their thoughts and opinions, knowing they will be listened to with respect. Training managers to ask open-ended questions and truly listen—without interrupting or dismissing ideas—can go a long way in building trust.
2. Normalize mistakes as learning opportunities
A common barrier to psychological safety is the fear of making mistakes. Leaders need to shift the narrative around failure and frame mistakes as valuable learning opportunities. When someone makes an error, instead of assigning blame, ask: “What can we learn from this?” Celebrating learning from failure rather than punishing it creates an environment where people are more willing to take calculated risks.
3. Lead by example
Leaders set the tone for psychological safety. They must?model vulnerability by admitting their own mistakes and encouraging others to do the same. When leaders demonstrate humility and openness, they signal to employees that it’s safe to be authentic and take risks.
For example, a leader might share a story about a time they made a misstep and what they learned from it, showing that no one is expected to be perfect.
4. Ensure equal participation
Psychological safety thrives when all voices are heard, not just those of the most outspoken employees. HR can work with managers to create inclusive spaces where everyone feels they have an opportunity to contribute. Techniques like round-robin discussions, anonymous idea submissions, or structured feedback sessions can help quieter team members feel more comfortable sharing their thoughts.
5. Encourage constructive feedback
Fostering psychological safety doesn’t mean avoiding difficult conversations. It’s about creating a culture where feedback—both positive and constructive—is shared regularly and with kindness. Equip your managers with the tools to give feedback in a way that builds people up and helps them improve rather than tearing them down.
How HR can champion psychological safety
As an HR professional, you’re in a unique position to drive organizational culture and ensure that psychological safety is at the forefront of the company’s values. This can involve:
- Training and development programs focused on communication, emotional intelligence, and leadership skills that promote psychological safety.
- Employee surveys and feedback to measure levels of psychological safety within teams and track progress over time.
- HR policies that support transparency, inclusivity, and fairness, ensuring that all employees feel valued and respected.
By embedding psychological safety into the fabric of your organization, you not only improve performance but also create a workplace where employees feel valued, engaged, and empowered to be their best selves.
Psychological safety is not just a feel-good concept—it’s a business imperative. By creating a culture where employees feel safe to express themselves, make mistakes, and contribute freely, organizations unlock their teams' full potential. For HR leaders, the path forward is clear: prioritize psychological safety and watch as your teams become more innovative, collaborative, and successful.
So, what’s your next step to make psychological safety a reality in your organization?
If you want to explore the impact of fearless organisations at work, here are some inspiring articles.
?? Fearless organizations unleash the best in people .
???Building a Fearless Organization: It starts with courageous leadership !
?? How psychological safety captured the world’s attention: Lessons from Google’s Project Aristotle .
?? Fearless organizations: using neuroscience to make feedback work—and feel better.
?? Reading advice of the week, the book "Right Kind of Wrong: The Science of Failing Well" by Amy Edmondson.
We’ve all been taught to avoid failure at all costs, but what if we miss out on one of life’s most outstanding teachers? In Right Kind of Wrong: The Science of Failing Well, Harvard professor Amy Edmondson flips the script on failure, showing us how getting things wrong can be the key to getting things right.
Drawing on decades of research, Edmondson reveals the science behind failure—why some failures lead to breakthroughs while others hold us back. She explains how leaders and organizations can create environments where failing smartly drives innovation, learning, and growth. Through compelling stories and insights, Edmondson demonstrates that the right kind of failure isn’t something to fear but something to embrace.
Are you curious to learn how failing well can unlock your full potential? This book is a must-read for anyone ready to turn setbacks into stepping stones.
?? "Worth It Resume": L’Oréal Paris celebrates the power of women’s failures
L'Oréal Paris and McCann Paris have launched the #WorthItResume campaign, inviting women to share the failures that have shaped their careers. With Eva Longoria as the campaign's ambassador, it shines a spotlight on how setbacks are not a weakness but an essential part of personal and professional growth.
The finding inspired this campaign that 81% of women feel more pressure to avoid failure than men (KPMG). L'Oréal Paris aims to change this narrative by encouraging women to embrace failure as a valuable learning tool. It reinforces the brand’s mission to empower women to be confident and authentic in their careers.
For HR professionals, this campaign is a ?????????????? ???????????????? ?????? ?????????????????????? about resilience, career development, and building a culture where failure is seen as an opportunity to learn and grow. How do we, as leaders, ensure our workplaces foster this mindset?
You can just discover the campaign .
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