Why won’t my team speak up? (and what can I do about it?)
Psychological safety has become one of those phrases that gets thrown around in team meetings, leadership training, and the occasional motivational poster.
But what does it actually mean in practice — especially for smaller businesses?
At its core, it’s about creating a work environment where people feel comfortable enough to speak up, ask questions, admit mistakes, or share concerns — without worrying they’ll be judged, dismissed or punished for it.
And here’s where it gets tricky:
Most people won’t say out loud that they don’t feel safe.
They’ll keep quiet. Carry on.
And quietly disengage — sometimes before you even know there’s a problem.
What psychological safety looks like
It’s not about making everything comfortable or conflict-free.
And it’s not a buzzword for being overly cautious.
It’s the feeling of:
“I can speak honestly in this team.”
“I won’t be made to feel stupid for getting it wrong.”
“If something’s not working, it’s safe to say so.”
And crucially:
“I don’t have to hide parts of who I am to be taken seriously.”
That last one matters a lot if someone’s neurodivergent, dealing with a long-term health condition, new to the team, or from a group that’s been underrepresented.
How leadership shapes safety (even without meaning to)
Psychological safety is built over time, in the little things:
How leaders respond to feedback
Who’s invited into conversations
Whether challenge is welcomed or brushed off
Some common things we see (often with good intentions behind them):
“I’ve got an open door” — but people still worry they’ll be seen as a problem
“Everyone’s treated the same” — which can mean some needs go unrecognised
“We’re like a family here” — which can make it harder to raise concerns, especially if it feels like a bit of a clique
It’s rarely about having the wrong values. It’s more often about small gaps between what we mean to communicate, and what’s actually felt.
Where to start: Practical tips for building a psychologically safer team
If you’re wondering what this looks like day to day, try starting here:
Check in, not check up. Regular, informal conversations build trust.
Invite feedback — and show what you do with it. People are more likely to speak up when they know it leads to something.
Say “I don’t know” when you don’t. It gives others permission to be honest too.
Notice who’s quiet — and find gentle ways to bring them in.
And if someone shares something vulnerable or awkward? Thank them. That moment is bigger than it might seem.
Final thought
Psychological safety isn’t something you can stick on a values poster and tick off.
It’s a dynamic, human part of your workplace.
And it starts with leadership – not perfection, but consistency, openness, and reflection.
If you’re looking to create a workplace where people can do their best work without walking on eggshells, we’d love to help.
Because a truly safe space isn’t silent — it’s honest.
