Get in touch with us today!
If you have any questions, enquiries or just want to say how much you like us (or what we can do better), please drop us a line.
Psychological safety refers to the belief that you can express yourself, take risks, and contribute without fear of embarrassment, rejection, or negative consequences. The concept is most associated with Dr Amy Edmondson, who defined it as “a shared belief held by members of a team that the team is safe for interpersonal risk-taking.”
However, the notion dates back to 1990, when psychologist William Kahn described psychological safety as “being able to show and employ one’s self without fear of negative consequences to self-image, status, or career.” At its core, psychological safety fosters belonging, acceptance, and an absence of fear, enabling individuals to do their best work.
Timothy R. Clark’s book The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation, further breaks this down into four progressive stages:
1. Inclusion Safety: Do I belong?
2. Learner Safety: Am I growing?
3. Contributor Safety: Am I making a difference?
4. Challenger Safety: Must I accept the status quo?
Hybrid work has changed the dynamics of team interaction, amplifying the importance of psychological safety. Let’s explore this through the lens of Clark’s stages:
The shift to remote and hybrid work has created challenges for new starters and existing employees alike. Those who joined organisations during the pandemic may have struggled to build meaningful connections due to limited human contact. Even as hybrid work continues, physical distance can make it harder to foster a sense of belonging.
Without proximity, simple actions like asking questions or seeking guidance can feel intimidating. This challenge is particularly acute for new employees navigating team dynamics remotely. As organisations compete to recruit and retain top talent, prioritising inclusion and belonging is more important than ever.
Learning and development have also been impacted in hybrid settings. In traditional office environments, informal learning often happens through observation and spontaneous conversations. However, in hybrid setups, these opportunities are diminished. Employees may feel hesitant to ask questions or seek mentorship, fearing they are interrupting others.
Organisations must address this gap by fostering accessible, inclusive learning opportunities that help employees feel supported and empowered to grow.
Hybrid work has reduced opportunities for informal contribution. While virtual meetings are effective for structured discussions, they often lack the spontaneity of office conversations where ideas are shared, relationships are strengthened, and problems are solved.
Employees may feel disconnected or undervalued when these ad hoc opportunities to contribute are limited. Organisations need to proactively create spaces where everyone can share their insights and feel their contributions matter.
Psychological safety is vital for fostering innovation and addressing organisational challenges. Without it, employees may hesitate to challenge the status quo or propose new ideas. Hybrid working can exacerbate this issue by making people feel less connected to their teams, reducing the confidence needed to speak up.
Without challenge, businesses risk stagnation, missed opportunities, and unresolved problems.
Psychological safety is closely linked to our sense of control and certainty—both of which have been disrupted in recent years by global crises such as the pandemic, climate change, and geopolitical tensions. This heightened societal anxiety makes it even more essential for leaders to foster safe, stable environments where employees feel valued and supported.
Establishing a culture of psychological safety is not just a performance driver; it’s also a critical wellbeing strategy.
Psychological safety starts with culture and leadership behaviours. Key actions include:
For more actionable strategies, explore our follow-up blog: 10 tips for increasing psychological safety.
Tools like Actus 360 NOW can help develop a psychologically safe culture by enhancing leaders’ self-awareness and promoting behaviours that build trust and inclusion.
Discover how Actus can support your organisation’s psychological safety journey in 2025 and beyond. Find out more here.
Please complete the details to receive a 3 minute system tour direct to your inbox!
If you are looking for performance management software for 1000+ employees get in touch for a quote today.
Talk to one of our partnership specialists today.
Fill in your details below and then please check your email for a link to the 3 minute overview of Actus Software
If you have any questions, enquiries or just want to say how much you like us (or what we can do better), please drop us a line.