Building Psychological Safety Isn’t a One-Time Initiative
That was the line that resonated with me from Perceptyx's recent blog on the Psychological Safety Gap.
A culture where your people feel free to speak up
It is a fascinating subject. How do you build a culture where your people feel safe enough to ask questions, raise concerns, and share suggestions—without fear that it might backfire?
I’ve been there when people tell me they don’t want to ask the “difficult question” or be seen as “too challenging” for fear that someone, somewhere, might hold it against them in the future. Funnily enough, in my experience, most leaders I’ve worked with are more impressed than threatened by those who are prepared to challenge.
Four Practical Ways to Build Psychological Safety at Work
1. Close the Feedback Loop
If you ask for feedback, respond appropriately when you receive it. Whether it’s a question, concern, or idea—acknowledging it shows employees that their voice matters. It’s more than politeness; it’s cultural reinforcement that encourages others to speak up.
2. Encourage Vulnerable Leadership
Coach your leaders to share their own stories of failure and learning. Vulnerability builds trust. When leaders are open about their mistakes and how they grew from them, it invites others to do the same—and creates space for the ‘fail fast’ mindset to actually take root.
3. Anticipate and Acknowledge the Big Questions
To avoid awkward silence during Q&A sessions at presentations or Town Halls, prepare thoughtful questions in advance—based on what’s already on people’s minds. This shows you’re listening and willing to tackle the tough stuff head-on.
4. Diversify Your Communication Channels
Don’t rely on the same executive voices or standard formats. Invite employees to interview leaders. Try open sessions on Viva Engage (formerly Yammer), live phone-ins, or creative formats that encourage open dialogue. A fresh, interactive approach sends a strong message: employee voices are welcome—and valued.
What Are You Doing to Foster Psychological Safety?
Building psychological safety is ongoing, intentional work. What else are you doing in your organisation to help people feel safe to speak up?
