Psychological safety: A friendly guide for team leaders
After embarking on a multi-year, multi-team study where Google dove into what exactly makes their teams successful, they found only one consistent element between them.
Researchers concluded that teams that felt psychologically safe, were more successful than teams that did not.
What is psychological safety?
Psychological safety can be defined as "a shared belief that the team is safe for interpersonal risk taking."
It is the confidence that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. This feeling of security allows individuals to feel comfortable expressing their opinions and suggestions without fear of repercussion.
In a psychologically safe environment, employees do not have to constantly worry about being judged or criticized for speaking up, which leads to more open communication and collaboration among team members.
Feeling safe to speak up and take risks can completely change the game for any team. Research, like Google’s famous "Project Aristotle," shows that when people feel comfortable sharing ideas and trying new things, teams end up being more effective, creative, and even happier at work. Sounds amazing, right?
Negativity stings for a long time
Online, criticism is so easy and tempting to share – it’s just constructive feedback, right? It’s because I care! Well honestly, your employees might not feel the same way.
Research shows that negative comments linger for six times longer than positive ones. Once someone feels bruised or attacked, they are more likely to shut down and disengage from their work.
They say that 1 “whoopsies” can wipe out 10 “attaboys”. Psychologically, we’ll take for granted the accomplishments, but we’ll remember the failures where we felt injustice.
Even if feedback is framed as "constructive," employees might interpret it as a personal attack, especially if it’s delivered poorly. Research shows that negative experiences are more impactful than positive ones. For instance, one mistake can overshadow multiple wins or "attaboys."
When employees feel like their contributions are undervalued or criticized harshly, they’re less likely to take risks or share ideas in the future. This stifles creativity and innovation over time, leading to disengagement and lesser performance.
Psychologically safe workplaces share these characteristics
Psychologically safe workplaces share common traits that foster trust and collaboration:
Open Communication: Employees feel free to ask questions or voice concerns without fear of intimidation.
Empathy and Support: Managers actively listen and provide constructive feedback while being mindful of their delivery.
Inclusivity: All voices, regardless of role or seniority, are valued and heard.
Encouragement for Experimentation: A culture where mistakes are viewed as opportunities for learning rather than failures.
How to protect psychological safety for your team as their manager
Creating psychological safety takes time, but with consistent effort, you can make it happen. Here are six practical steps to create a safer, more supportive workplace for everyone:
1. Lead by showing vulnerability
As a leader, you set the tone for your team. Be open about your own challenges, whether it’s admitting a mistake or asking for help. When you show vulnerability, it gives your team permission to do the same.
For example, a Google manager from Project Aristotle once shared personal struggles in a team meeting, which helped build trust and improve communication across the team.
2. Make space for open conversations
Create an environment where people feel safe sharing their thoughts. Start by asking open-ended questions like:
“What do you think about this idea?”
“How can we improve our process?”
“What’s been challenging for you lately?”
Let them know their input matters and respond in a constructive, supportive way.
3. Celebrate wins
Don’t just focus on what’s not working, acknowledge the success stories too. Celebrate wins big and small. A quick "great job on that project" or highlighting team milestones can do wonders for morale and set the tone for a culture of appreciation.
4. Set clear expectations
Confusion over roles or goals can lead to frustration. Make sure everyone knows what’s expected of them and how their work contributes to the team’s success. Tools like OKRs (Objectives and Key Results) are great for keeping everyone aligned and on track.
5. Tackle negativity head-on
Every team has someone who tends to focus on the negatives. Instead of ignoring it, address it constructively:
Have a one-on-one chat to understand their concerns.
Coach them on how to give feedback in a more positive, productive way.
Redirect negative energy by focusing on solutions and what’s working well.
6. Teach communication and empathy
Not everyone is naturally skilled at building psychological safety, and that’s okay. Offer workshops or training sessions on things like active listening, empathy, and giving constructive feedback. These skills can go a long way in helping your team create a supportive and safe environment.
By consistently practicing these steps, you can build a workplace where everyone feels comfortable, valued, and ready to contribute their best.
What to do when you have a negative nancy on your hands
If you’re dealing with a negative team member, here are some practical steps to help:
Start with an honest chat. Let them know how their behavior is affecting others, it’s better to address it directly than let it fester.
Try to figure out what’s behind their negativity. Is it something personal or maybe work stress? Understanding the root cause can go a long way.
Give them space to share what’s on their mind. Just listen, no judgment, and show you care about what they’re saying.
If they need extra help, suggest resources like counseling or even offer ways to lighten their workload. Sometimes, a little support makes a big difference.
Be clear about boundaries. If the negativity keeps showing up, let them know what the consequences are, so there’s no confusion.
A little empathy and clear communication can help turn things around.
How to escalate a situation and due diligence
Even in psychologically safe workplaces, conflicts are inevitable. Here are some tips for handling an escalated situation:
Start with mediation: Encourage open and neutral discussions between the parties involved.
Follow due diligence: Document the issue and escalate through appropriate HR channels if unresolved.
Reinforce ground rules: Reiterate the importance of respect and inclusivity in team interactions.
Stay calm and de-escalate: Remain calm, use a soothing tone, and try to understand the other person's perspective. Suggest taking a break if needed.
Involve a neutral third party: If necessary, bring in a manager, HR, or a professional mediator to help.
Listen actively: Pay attention, make eye contact, and ask clarifying questions.
Acknowledge feelings: Validate their emotions instead of dismissing them.
Offer solutions: Focus on common ground and propose compromises.
Avoid accusatory language: Use "I" statements to prevent defensiveness.
Take breaks: Step away if emotions run high.
Focus on the present: Stick to the issue at hand; don’t bring up past conflicts.
Take responsibility: Own your mistakes and apologize when necessary.
Don’t assume: Ask questions to understand their perspective.
Reflect: Learn from the experience to improve future conflict resolution.
Remember that conflict is a natural part of any relationship and it's how we handle it that makes all the difference. Keep practicing and don't be afraid to seek outside help if needed. With time and effort, conflict resolution can become easier and more effective for everyone involved.
Limitations of psychological safety
Psychological safety is great for fostering open communication and new ideas, but it’s not perfect. A 2023 study published in Organizational Behavior and Human Decision Processes found that focusing too much on psychological safety can sometimes get in the way of routine tasks. Why? When people feel super comfortable, they might spend more time discussing big ideas or unrelated topics instead of sticking to straightforward goals.
So, how do you fix this? The study suggests adding a little collective accountability into the mix. When everyone shares responsibility for getting tasks done and maintaining quality, it helps the team stay on track—even in open, chatty environments.
The key is balance.
Pair psychological safety with clear expectations and accountability. That way, you get the best of both worlds: a team that shares ideas freely while also knocking out routine tasks efficiently. It’s all about creating a space where creativity and productivity work hand in hand!
