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Psychological safety

Psychological safety in the workplace is a fundamental element for fostering an environment where employees feel valued, respected, and engaged.

It refers to the shared belief that the team is safe for interpersonal risk-taking, allowing members to express their thoughts, ask questions, seek help, and admit mistakes without fear of embarrassment or retribution (Gallo, 2023). Team members feel safe to be vulnerable in front of one another. This concept is pivotal for enhancing team efficiency, creating a better work environment, and boosting employee engagement.

Questions

  • Do you feel that you can be yourself at work?
  • Do you feel respected by your colleagues?
  • Are you able to freely express your opinions in your team?
  • Do you feel safe admitting any mistakes?
  • Do you feel that you are part of the team you work in?

Reporting

The index result is presented as an average score on a scale from 0 to 100 and includes team-level feedback for managers and a trend line with options for comparison against benchmarks and higher-level organisational groups.

TeamIndexGreen

Index results are categorised into different intervals, each with an associated colour and description.

(87-100) Great
(69-86) Good
(49-68) Improvements required
(0-48) Attention
 No results due to anonymity

📌 Read more about indexes and how they are calculated here

Background

There is extensive evidence that psychological safety is a key determinant of successful teams (e.g. Newman et al., 2017). Furthermore, in teams where members experience a high level of psychological safety, learning is significantly higher than in teams with much lower psychological safety (Edmondson, 2023).

Psychological safety is defined as the belief that the work environment is safe for interpersonal risk-taking. The concept refers to the experience of feeling able to speak up with relevant ideas, questions, or concerns. Psychological safety is present when colleagues trust and respect one another and feel able - even obligated - to be candid (Edmondson, 1999, 2018).

The measurement scale for psychological safety is adapted from Edmondson (1999), which contains several subdomains: asking for help, inclusion and diversity, risk attitude and failures, and an open conversation.