How to Build Psychological Safety in Teams… And Why It Matters
In fast-paced, team-driven work environments, nurturing psychological safety is vital for encouraging innovation and supporting growth.
Indeed, studies have shown that teams with high levels of psychological safety are 12% more productive and 27% more likely to be engaged than teams with low psychological safety.
With such great benefits, what exactly does psychological safety mean for your team? Let’s break down what it means, why it’s essential, and how to build psychological safety in teams.
Then, we’ll dive into actionable strategies and activities you can introduce to create a culture where team members feel empowered to share ideas and collaborate openly.
What is psychological safety?
Psychological safety refers to a shared belief among team members that the team is safe to speak up without fear of being embarrassed, judged or shut down. It’s that sense of trust within a team where you know you can share ideas, ask questions, raise concerns, or even admit mistakes without worrying about negative consequences.
When psychological safety is present, team members are more likely to engage openly and collaborate effectively. For example, imagine a software development team working on a complex project. If a junior developer feels comfortable suggesting a new coding approach without fearing criticism, it could lead to innovative solutions that might otherwise go unnoticed.
Why does psychological safety matter?
The importance of psychological safety in teams cannot be overstated. Research has shown that teams with high psychological safety are more effective, innovative and resilient.
They tend to communicate more openly, solve problems faster, and adapt better to challenges. Mistakes are seen as learning opportunities rather than failures, which encourages experimentation and creative thinking.
For example, in healthcare settings, psychological safety has been linked to better patient outcomes because medical staff feel comfortable raising concerns or admitting errors without fear of blame.
In a business setting, it can lead to better decision-making and stronger team cohesion, as employees are more likely to collaborate and support each other under pressure. Ultimately, psychological safety creates an environment where trust, learning and growth thrive.
How to build psychological safety in teams
Creating a psychologically safe environment requires intentional effort from both leaders and team members. Here are some practical strategies to help you build a culture of trust and openness within your team:
- Make psychological safety a clear priority
Begin by openly discussing the importance of psychological safety with your team. Reinforce that a culture of trust and open communication is essential for innovation and success. And, perhaps most importantly, lead by example.
This can involve admitting mistakes, sharing past leadership challenges, and encouraging others to do the same. When leaders demonstrate vulnerability, they create an environment where team members feel safe to open up and express their concerns and ask questions.
- Make sure every voice is heard
Actively create space for all team members to contribute. Encourage participation by using open-ended questions, such as ‘What are some potential challenges we might face with this approach?’ or ‘How do you think you could improve this process?’
These types of questions invite deeper thinking and discussion, and they’re great for making team members feel valued and engaged. When everyone feels included and heard, teams benefit from more creativity, engagement and innovation.
- Recognise and appreciate contributions
Genuine, specific recognition helps reinforce positive behaviors and fosters engagement. Make appreciation a regular part of your team culture by acknowledging efforts and achievements, both big and small.
Not only will consistent recognition boost your team’s morale, but it will also strengthen their sense of belonging to the company. For example, after a successful project, put aside some time to send personalised notes to each team member. Highlight their unique contributions and express your gratitude for their efforts.
This simple yet meaningful gesture reinforces the value of their work and motivates them to continue excelling.
- Reframe mistakes as learning opportunities
Shift the focus from avoiding failure to learning from it. Encourage experimentation and problem-solving by normalising mistakes as part of the growth process.
For example, when a project encounters unexpected challenges, take the opportunity to discuss them openly with your team. Focus on key takeaways and lessons learned rather than placing blame.
By framing setbacks as learning experiences, you create a culture that values growth and continuous improvement.
- Establish clear team norms
Involve your team in defining the behaviours that promote effective communication and collaboration. This could include guidelines on active listening, giving and receiving feedback, and fostering an inclusive atmosphere where all voices are heard.
When everyone is clear on what’s expected and agrees to these norms, it cultivates a culture of mutual respect and trust.
Practical exercises to strengthen psychological safety
Building psychological safety within a team is about much more than just setting the right tone. It’s also about creating opportunities for team members to engage in activities that help develop trust and open communication. Here are some great practical exercises that can make a real difference:
Check-in rounds
Start meetings with a quick “check-in” where each team member shares something personal or professional, such as how they’re feeling or what they’re working on. This simple activity promotes openness and shows that everyone’s voice is valued, helping to build trust from the get-go.
Appreciation circles
Have team members take turns acknowledging each other’s contributions, either during or at the end of meetings. This creates a positive, supportive environment where recognition is given regularly. It’s a fantastic way to acknowledge that each member’s efforts are seen and appreciated.
Role reversal exercises
In small groups, team members can take on each other’s roles for a short period to gain perspective on one another’s challenges and responsibilities. This helps to deepen empathy, understand different viewpoints, and build a stronger sense of teamwork.
Failure sharing
Ask each team member to share a recent mistake or failure, along with what they learned from the experience. This exercise normalises mistakes and reinforces the idea that failure is an opportunity for growth.
Anonymous feedback
Introduce a system where team members can give anonymous feedback on how the team is performing together and where improvements can be made. When feedback is shared in a safe, non-threatening way, it encourages honesty and promotes continuous improvement.
Build a psychologically safe environment with effective leadership
Creating a psychologically safe workplace starts with strong, empathetic leadership. At MCI Solutions, we offer courses like Leading with Emotional Intelligence and Leading Hybrid Teams that equip leaders with the tools they need to cultivate trust, open communication, and collaboration within their teams.
These courses help you develop the skills to lead with emotional intelligence, navigate hybrid team dynamics, and foster a culture where team members feel comfortable sharing ideas and taking risks.
Take the next step in your leadership journey and create a more inclusive, innovative and psychologically safe environment today with MCI Solutions.
