Psychological Safety at Work: Why it Matters and How to Get it Right

Ever held back from sharing an idea in a staff meeting because you were worried it might sound silly? Or hesitated before asking for help because you didn’t want to look like you weren’t coping? That feeling—the one that makes you second-guess yourself—is exactly what psychological safety is designed to prevent. I’m sure we’ve all told our pupils ‘there’s no such thing as a silly question’ – we do this to encourage students to feel safe to ask, question and explore ideas. Essentially, we’re creating a psychologically safe space for our pupils, but do staff create the same environment for themselves?

What is psychological safety? 

Psychological safety is about creating an environment where people feel comfortable speaking up, taking risks, and being themselves without fear of embarrassment, criticism, or punishment. It’s not about removing accountability or avoiding difficult conversations, but rather about fostering a culture of trust, respect, and learning. In a psychologically safe workplace, people know they won’t be judged for making mistakes, asking questions, or challenging ideas. Instead, they feel valued, supported, and encouraged to contribute.

The benefits of psychological safety are huge. Teams that feel safe to share and experiment tend to be more innovative, productive, and engaged. When people aren’t wasting energy worrying about how they’ll be perceived, they can focus on their work, collaborate more effectively, and ultimately perform at their best. It also makes workplaces kinder, reducing stress and improving overall wellbeing.

But creating this kind of culture takes more than just saying, “We have an open-door policy.” It requires genuine effort from leaders and teams to build an environment where people feel heard, respected, and valued.

One of the most important steps is for leaders and line managers to model psychological safety themselves. If managers openly admit when they don’t have all the answers, acknowledge their own mistakes, and encourage honest conversations, it sets the tone for everyone else. People will only feel safe being vulnerable if they see that it’s acceptable at the top.

Regular check-ins, clear channels for feedback, and a culture that genuinely values diverse perspectives all help people feel more confident sharing their thoughts. It’s not just about giving people the chance to speak, but about making sure they feel listened to when they do. 

Mistakes should be seen as opportunities for learning rather than reasons for blame. If employees are too scared to make errors, they’ll avoid taking risks and experimenting with new ideas. When things do go wrong, the focus should be on what can be improved, not on pointing fingers. This helps build resilience and encourages continuous growth, both individually and collectively.

Wellbeing is also a huge part of psychological safety. If people are constantly worried about job security, afraid of how they’ll be perceived, or struggling with burnout, they won’t feel safe enough to be open and engaged. Schools and colleges that genuinely prioritise wellbeing—by promoting work-life balance, encouraging honest conversations about stress, and creating supportive policies—see the benefits in happier, healthier, and more motivated teams. 

So, what does this actually look like? 

At Still Human, we create a psychologically safe space in many ways despite us all working remotely. We check in regularly as a team on Mondays and Fridays – sharing our ‘highlights’ of the week, asking (and being interested in) our weekend plans. Julie, our MD, gives out the illustrious title of ‘star of the week’ to show her recognition for our hard work. When things don’t go so smoothly, we openly share the disappointments without judgment or blame, and whilst acknowledging that things didn’t go to plan, we then discuss how we can move forward to make sure those mistakes don’t happen again. It’s a big challenge for us to work remotely, particularly after long careers where you are surrounded by people (and pupils!) all day long, but we ‘chat’ on Teams throughout the day, sharing ideas, asking questions and learning from each other. We care about each other, and we don’t engage in ‘banter’ that is undermining or mocking of anyone’s shortcomings. By building this safe space we feel we are a team where ideas and productivity thrives. 

At its heart, psychological safety is about trust. It’s about knowing that your workplace is a space where you can speak up, ask questions, and be yourself without fear. When organisations make this a priority, the impact is felt at every level. People work better, stress less, and feel more connected to their teams. Changing a workplace culture to one with wellbeing at it’s very heart is a challenge, but Still Human can help. Visit our website to see what we offer and how we can help change your school or college’s culture to one where everyone feels psychologically safe.