Psychological safety: Encouraging employees to speak up without fear

Ever had an idea but kept it to yourself because you were worried about looking foolish? That's the opposite of psychological safety. You don't need to coddle people — just create a workplace where employees know they can speak up without office politics biting them.

When people feel free to contribute, engagement skyrockets and collaboration deepens. Below, we explore how to make it happen.

What is psychological safety?

Psychological safety in the workplace means employees can feel comfortable contributing their thoughts and ideas — without backlash. In 2022, mental health accounted for 9% of all serious workers' compensation claims in Australia. We're talking psychological injury, here. That's a number worth taking a look at.

When employees feel psychologically safe, they challenge outdated thinking, take bold (but smart) risks and push the business forward. Without safety, employees will hold themselves back for fear of the repercussions.

How fear stifles productivity

Killing Creativity 101: Make people afraid to speak up. A fear-driven workplace turns even your most talented creatives into cautious, disengaged versions of themselves.

When people spend more time covering their backs than doing their jobs, productivity tanks. Fear leads to stress, high turnover and a plunge in innovation. It's a slow, painful way to watch a company stagnate. Want a workplace that actually thrives? Psychological safety is your first priority.

Encouraging open dialogue

To get employees to speak up, make it clear that honesty won't get them punished.

• Normalise feedback: Giving and receiving feedback shouldn't be a rare, high-stakes event. Make casual check-ins and open discussions the norm, not the exception.
• Listen, don't react: When someone shares feedback, listen, acknowledge and ask thoughtful questions. Be receptive: Defensive leaders create silent teams.
• Make vulnerability contagious: If you want employees to share openly, start by doing it yourself. Model the behaviour you expect from your team.
• Celebrate speaking up: Publicly recognise employees who voice concerns or challenge the status quo. Make it clear that you value individuals who speak up.

Handling mistakes constructively

Mistakes happen. The question is: Do you treat them like a crime scene or a learning opportunity? If people fear consequences every time something goes wrong, they'll start playing it safe. And safe doesn't drive progress.

When things go sideways, ask what you can learn from it. Encourage trial and error. Avoid dramatic overreactions. Employees who fear punishment won't take risks, and without risks, there's no innovation.

If you need, have a calm, constructive conversation about what happened and what needs to improve. Create an environment where people take ownership of their missteps without feeling like they need a lawyer.

Leading by example

You're a leader: Your team will mirror the precedent you set. Here's how I bring psychological safety into the workplace (by the way, this is a daily practice):

• Show your own humanity: Drop the act. Be open about challenges, uncertainties and mistakes. Authenticity builds trust.
• Invite dissenting opinions: If the only voices in the room are those who agree with you, you've got a problem. Encourage pushback and diverse perspectives — healthy debate leads to smarter decisions.
• Give credit freely: Recognise employees for their contributions. Make sure ideas and successes are acknowledged, not hijacked by higher-ups.
• Keep your promises: If you say employees can speak up without fear, prove it. Handle tough feedback with care, not consequences.

Build a psychologically safe workplace culture with ICML

You don't need to wrap your team in bubble wrap. Just focus on creating a space where they can take risks, make mistakes and push boundaries without worrying about your reaction. When you get this right, you don't just have a happier team — you have a more innovative, engaged and high-performing one.

Ready to take the next step? For more insights, explore our Psychological Safety Course.