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Have you ever felt hesitant to share an idea at work because you were afraid of being judged or fired? A lack of psychological safety feels exactly the same. This is more common than most leaders realize, underscoring the need to create a psychologically safe workplace.
How to Create Healthy Workplaces
“Psychological safety as a concept has gained widespread popularity, thanks in large part to the research of Harvard Business School professor Amy C. Edmondson, who in 1999 coined the term ‘team psychological safety’ as a shared belief that anyone can speak up without fear of negative consequences,” certified counseling therapist and life skills coach Deepak Kashyap tells Health Shots.
Kashyap, who has over 15 years of experience in corporate wellness, diversity and inclusion, calls psychological safety a strategic necessity. He adds, “Organizations thrive where people can think, speak, make mistakes, and learn without fear. Teams that feel safe are more innovative, collaborative, and flexible.”
1. Encourage open conversation without judgment
Psychological safety starts with listening. Employees should feel that they can express opinions, concerns or mistakes without fear of being fired or punished. “True listening means responding with curiosity, not criticism,” says Kashyap.
2. Model vulnerability as a leader
When leaders admit mistakes or embrace uncertainty, they set the tone that it’s safe to be human in the workplace. “When leaders normalize imperfection, teams are more likely to follow suit,” says Kashyap, president and chief culture officer of Welspun Group.
3. Respect boundaries and promote work-life harmony
Overwork often pretends to be commitment, but it destroys well-being and trust. Encouraging rest, flexible hours, and guilt-free downtime leads to healthier teams. “Respecting boundaries signals respect for the individual, not just the employee,” Kashyap emphasizes.
4. Design transparent policies and systems
Ambiguity breeds anxiety. Clear criteria for evaluation, promotion, and decision making reduce stress and the perception of bias. “Transparency doesn’t just build trust, it eliminates the breeding ground for fear,” he explains.
5. Reward learning, not just results
When only results are rewarded, employees are making safer bets. Recognizing effort and experimentation promotes innovation and flexibility. “Rewarding effort creates a culture of courage,” says Kashyap.
6. Welcome diverse voices and perspectives
Psychological safety thrives when diversity in thought, gender, culture or orientation is respected. Kashyap explains, “Safety is felt when diversity is respected as a strength, not as tokenism.”
7. Give feedback with empathy and growth in mind
Feedback is essential, but how it is delivered makes all the difference. Framing criticism with empathy turns it into fuel for growth. “Tone in a reaction matters as much as the truth,” Kashyap insists.
8. Equip managers with emotional intelligence skills
Managers are the foremost custodians of workplace culture. Training them to detect stress, show empathy, and resolve conflict has an impact that outweighs any benefits. “Psychological security is not based on policies but on people skills,” says Kashyap.
9. Include mental health support as a standard
Access to counselling, therapy and stress management tools signals that well-being is a main priority, not an afterthought. “Proactive support stops the crisis before it escalates,” explains Kashyap.
10. Reinforce protection through rituals
Security is not made in a single workshop. This has to be done daily. Rituals like check-ins, safe-space circles or pulse surveys keep the culture alive.
(Disclaimer: This article is for informational purposes only and is not a substitute for professional medical advice.)
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