Workplace mental health has become a critical conversation for organizations striving to create environments where employees can thrive. One essential yet often overlooked component of this discussion is psychological safety.
When workplaces foster psychological safety, they don’t just create spaces for collaboration and innovation—they actively contribute to their employees’ mental health and wellbeing.
But what exactly is psychological safety? How does it align with workplace mental health? And, more importantly, how can organizations avoid the pitfalls that undermine it?
What Is Psychological Safety in the Workplace?
Psychological safety in the workplace refers to an environment where employees feel secure in expressing themselves without fear of embarrassment, rejection, or punishment. It’s the belief that one can take risks, voice opinions, or admit mistakes without negative repercussions.
This concept, pioneered by Harvard professor Amy Edmondson, emphasizes that psychological safety is not about being overly comfortable or avoiding challenges. Instead, it’s about cultivating trust and respect so that individuals feel supported in taking interpersonal risks.
When psychological safety exists, employees are more likely to:
Share creative ideas.
Speak up about concerns.
Admit mistakes without fear of being blamed.
Engage openly in problem-solving.
Psychological safety is a cornerstone of workplace mental health because it allows employees to bring their authentic selves to work. When people feel safe, they’re less stressed, more engaged, and better equipped to handle workplace challenges.
The Link Between Psychological Safety and Workplace Mental Health
Psychological safety and mental health go hand in hand. The structure and culture of a workplace can directly influence whether employees feel supported or stressed.
A workplace that fosters psychological safety actively reduces stressors that contribute to mental health challenges, such as:
Fear of judgment or criticism.
Feeling excluded or undervalued.
Anxiety about making mistakes.
On the other hand, workplaces with poor psychological safety can make people feel unsupported, isolated, or afraid to contribute. Over time, these conditions can lead to burnout, disengagement, and even serious mental health issues like depression or anxiety.
Organizations that prioritize both psychological safety and mental health recognize that the two are interconnected. By addressing structural and cultural factors that impact safety, they create healthier, more resilient workforces.
What Is an Example of Poor Psychological Safety?
To understand the consequences of poor psychological safety, let’s look at a real-life case study:
The Boeing 737 MAX Crisis
The culture at Boeing leading up to the 737 MAX crashes in 2018 and 2019 is often cited as a glaring example of poor psychological safety. Reports revealed that employees felt immense pressure to meet deadlines, and many were afraid to voice concerns about safety issues. Engineers who identified potential risks were ignored or dismissed, while management prioritized speed over quality.
The fear of speaking up resulted in catastrophic consequences: two crashes, 346 lives lost, and billions in financial and reputational damage for Boeing.
This case highlights how poor psychological safety doesn’t just harm individuals—it can lead to devastating outcomes for entire organizations. Employees who fear retaliation or dismissal for raising concerns are less likely to report critical issues, creating a culture where mistakes are hidden rather than addressed.
What Breaks Psychological Safety?
Psychological safety isn’t something that’s achieved once and maintained forever—it’s fragile and can be broken by specific behaviors, structures, or cultural norms. Here are some of the most common factors that undermine psychological safety in the workplace:
Blame Culture: When mistakes are met with blame rather than learning, employees quickly learn to stay silent. A blame culture discourages risk-taking, as people fear being punished for errors. This fear erodes trust and stifles innovation.
Micromanagement: Micromanagement sends the message that employees aren’t trusted to do their jobs. This undermines confidence and creates a power imbalance, making employees hesitant to voice concerns or ideas.
Exclusionary Behavior: Exclusionary practices, whether intentional or unconscious, break psychological safety. Employees who feel ignored, overlooked, or excluded are less likely to participate fully, leading to disengagement and resentment.
Unclear Expectations: When employees don’t understand what’s expected of them, it creates anxiety and stress. Without clear communication, individuals may avoid asking questions out of fear of appearing incompetent, further damaging safety.
Unaddressed Biases: Biases—whether related to gender, race, or other factors—can make employees feel marginalized. Without active efforts to recognize and address these biases, organizations risk alienating team members and breaking trust. As many companies scale back DEI programs in 2025, tackling bias head-on has become more critical than ever.
Building Psychological Safety to Support Mental Health
Creating a workplace that fosters psychological safety isn’t a one-time effort—it requires intentional strategies and consistent reinforcement. Here are actionable steps organizations can take to build psychological safety and support workplace mental health:
1. Encourage Open Communication
Leaders should model open and honest communication by admitting their own mistakes and asking for feedback. Regular team check-ins, retrospectives, and one-on-one meetings provide opportunities for employees to share concerns and ideas.
2. Create a No-Blame Culture
Shift the focus from blame to learning. When mistakes happen, ask, “What can we learn from this?” rather than “Who is responsible?” This approach builds trust and reinforces the idea that errors are opportunities for growth.
3. Promote Inclusion
Ensure all voices are heard, especially those from underrepresented groups. Rotate meeting leadership roles, invite input from everyone, and actively seek diverse perspectives. This fosters a culture of belonging where employees feel valued.
4. Provide Clear Expectations
Ambiguity breeds anxiety. Clearly communicate goals, responsibilities, and performance expectations to give employees confidence in their roles.
5. Address Biases Proactively
Offer training on unconscious bias and create policies that support diversity and inclusion. When employees see that biases are acknowledged and addressed, it builds trust and reinforces psychological safety.
Psychological Safety as a Competitive Advantage
Fostering psychological safety doesn’t just benefit individual employees—it’s a competitive advantage for organizations. When employees feel safe to contribute, they’re more engaged, creative, and willing to take risks. This drives innovation, improves productivity, and enhances overall performance.
Organizations that prioritize psychological safety and mental health also see better retention rates. Employees are more likely to stay with companies where they feel valued, supported, and included. In a competitive job market, this can make all the difference in attracting and retaining top talent.