What if someone on your team has the solution to your biggest problem—but doesn’t feel safe enough to say it out loud?
That silence doesn’t just cost ideas. It costs trust, innovation, and growth. And it happens when leaders unintentionally create cultures where speaking up feels risky.
The good news? Leaders can actively build psychological safety into their team culture.
The flip side? A few common behaviors can destroy it just as quickly.
Here are 3 ways to encourage psychological safety—and 3 ways leaders unintentionally kill it.
3 Ways to Encourage Psychological Safety
1. Model Vulnerability
Leaders set the tone. When you admit mistakes or say, “I don’t know,” you show your team that imperfection is safe—and that learning is part of the job.
- Example: A leader shares how a misstep last quarter became a valuable lesson. The team realizes mistakes aren’t fatal—they’re fuel for growth.
- ✅ Tip: Start your next meeting by sharing one lesson you learned from a recent misstep.
2. Invite and Reward Input
Teams thrive when every voice is heard and respected. Asking for input isn’t enough—you have to actively acknowledge and value it. Sometimes the creative idea “out of left field” is exactly what solves your biggest challenge.
- Example: In a project review, a quieter team member suggests an unconventional approach. The leader pauses, explores it, and it ends up saving the team weeks of work.
- ✅ Tip: Ask, “What perspectives haven’t we heard yet?” and thank people publicly when they speak up.
3. Normalize Feedback as Growth
Feedback shouldn’t feel like criticism—it should feel like coaching. Framing feedback as growth builds confidence instead of fear. This ethos should start early in an employee’s journey—ideally at the interview or onboarding stage—so feedback becomes the norm, not the exception.
- Example: A manager uses the LMK (Less of, More of, Keep doing) method to share feedback. Instead of shutting the employee down, it sparks motivation to improve.
- ✅ Tip: Use the LMK method to create a feedback loop that feels safe, constructive, and actionable.
3 Ways Leaders Kill Psychological Safety
1. ❌ Not Communicating Clearly
When expectations are vague or directions are confusing, people hesitate to act—and hesitate even more to ask clarifying questions. Miscommunication signals that it isn’t safe to be open, and trust starts to erode.
- Example: A manager says, “Make it client-ready” without explaining what that means. The team second-guesses every decision, afraid of missing the mark.
- ✅ Fix: Communicate with clarity. State expectations directly, confirm understanding, and create space for questions.
2. ❌ Punishing Mistakes
Nothing kills psychological safety faster than making mistakes feel fatal. If people believe an error will bring embarrassment or harsh consequences, they’ll stop taking risks—and innovation grinds to a halt.
- Example: A leader scolds an employee in front of the team for a missed detail. After that, no one volunteers new ideas.
- ✅ Fix: Reframe mistakes as learning opportunities. Instead of asking, “Why did this happen?” try, “What can we learn from this?”
3. ❌ Avoiding Hard Conversations
When leaders dodge difficult topics—whether it’s poor performance, conflict, or unclear priorities—it sends the message that those issues aren’t safe to talk about. Problems fester, resentment builds, and people stop raising concerns altogether.
- Example: A manager notices tension between two team members but ignores it, hoping it’ll work itself out. Instead, the conflict spreads and productivity tanks.
- ✅ Fix: Address challenges directly, respectfully, and quickly. Silence protects no one; clear and compassionate conversations strengthen trust.
Psychological safety doesn’t happen by accident—it’s built through the daily actions you model as a leader.
And if you haven’t started building that culture yet, that’s okay. Start today.
Every clear conversation, every piece of feedback, every moment of vulnerability is a step toward creating a team where people feel safe to speak up, take risks, and thrive.
Want support building this kind of culture on your team? Talk to a Raise The Bar coach.
