Feeling Psychologically Unsafe at Work: Warning Signs and How to Address Them

​Feeling psychologically unsafe at work can significantly impact both mental well-being and productivity. Psychological safety refers to the belief that you won't be punished, humiliated, or ridiculed for making mistakes, asking questions, or offering ideas. When this safety is lacking, employees often find themselves in environments where fear of embarrassment or retaliation stifles creativity, collaboration, and open communication.

The consequences of working in a psychologically unsafe setting extend beyond the office. Employees may experience heightened stress, anxiety, and even long-term mental health challenges. 

In extreme cases, such environments lead to psychological harassment at work, where individuals are belittled, ignored, or attacked for simply expressing themselves. Such harassment not only damages the morale of individuals but also diminishes the overall performance of the team, resulting in absenteeism, high turnover rates, and decreased productivity.

Understanding and addressing the signs of an unsafe workplace is crucial for both employees and management. By fostering a psychologically safe environment, organizations can promote a culture of openness and trust, ensuring employees feel valued and supported in their roles.

Psychological safety

Psychological safety is a concept introduced by Harvard professor Amy Edmondson in 1999. She defines it as "trusting that it's safe to take interpersonal risks." Essentially, it creates an environment where individuals feel comfortable sharing their ideas, raising questions, voicing concerns, and acknowledging mistakes without fear of negative repercussions.

On the flip side, psychological safety also encompasses the absence of interpersonal anxiety. It fosters an atmosphere where team members can express themselves openly, free from the fear of judgment or criticism.

Reflect for a moment on a time at work when your ideas were not well received or were met with undue criticism. How did that experience affect your confidence and motivation? How did it influence your overall performance and engagement in your role?

Cultivating psychological safety is crucial for team dynamics and innovation. When employees feel valued and respected, they are more likely to contribute meaningfully and collaborate effectively. In contrast, an environment lacking psychological safety can lead to disengagement, reduced creativity, and a decline in overall team morale. Let's work together to foster a culture of psychological safety where everyone's voice is heard and appreciated.

The Importance of Psychological Safety in the Workplace

Psychological safety in the workplace is a critical factor that significantly influences team dynamics, employee well-being, and organizational success. 

Defined by Harvard professor Amy Edmondson, psychological safety refers to a shared belief that the team is safe for interpersonal risk-taking. This concept fosters an environment where employees feel free to express their thoughts, share ideas, ask questions, and admit mistakes without fear of judgment or reprisal. The importance of psychological safety cannot be overstated, especially in today's rapidly changing work landscape.

Enhancing Innovation and Creativity

Organizations that prioritize psychological safety create a fertile ground for innovation and creativity. According to a study published in the journal Management Science, teams with higher psychological safety are more likely to engage in innovative behaviors. In fact, a survey by Google found that teams with a culture of psychological safety were 35% more likely to be high-performing. When employees feel secure, they are more willing to think outside the box and propose new ideas, leading to enhanced problem-solving and creative solutions.

A notable example is the tech giant Pixar. The company fosters an environment of psychological safety through practices such as regular feedback sessions and open discussions. Employees are encouraged to share their ideas and critiques without fear, which has led to successful films like Toy Story and Finding Nemo. This culture of trust allows teams to experiment and iterate, driving innovation within the organization.

Improving Employee Engagement and Retention

Psychological safety directly impacts employee engagement and retention. A Gallup study revealed that employees who feel psychologically safe are 4.6 times more likely to perform at their best and 27% more likely to stay with their organization. When employees feel valued and safe to express themselves, their job satisfaction increases, leading to higher levels of commitment and lower turnover rates.

 Consider the case of a healthcare organization that implemented psychological safety training for its staff. By creating an open environment where nurses and doctors could discuss concerns and share feedback without fear, the organization saw a 30% reduction in staff turnover within a year. Employees reported feeling more empowered and engaged, significantly enhancing patient care and outcomes.

Reducing Mistakes and Enhancing Learning

Psychological safety encourages a culture of learning rather than blame. When employees feel safe to admit mistakes, organizations can address issues more effectively and implement changes that prevent future errors. A study by the Institute for Health Improvement found that organizations with higher psychological safety had 45% fewer safety incidents. By fostering an environment where team members learn from failures, organizations can create a more resilient and adaptive workforce.

In the aviation industry, companies like Southwest Airlines emphasize psychological safety in their training programs. Crew members are encouraged to report near-misses and potential safety hazards without fear of punishment. This open dialogue has led to improved safety protocols and a culture of continuous improvement, significantly enhancing overall operational safety.

What Happens when Employees don't feel Psychological Safety at Work?

 When organizations fail to create a safe working environment, negative behaviors can quickly accumulate, resulting in a toxic workplace culture. Employees in a psychologically unsafe or toxic environment may display some or all of the following behaviors:

• A pervasive fear of going to work and feelings of vulnerability while there
• Lack of confidence in speaking up or contributing during meetings and discussions
• Anxiety over the potential consequences of making mistakes or poor decisions
• Reluctance to share ideas or ask questions
• A tendency to prefer working alone instead of collaborating with a team
• Excessive communication, such as including the entire team on emails out of fear of being wrong

These behaviors can lead to significant consequences for employees, including withdrawal from their roles, increased absenteeism, and mental health issues such as anxiety, stress, or depression. Ultimately, many may choose to leave the organization in search of a healthier work environment.

Warning Signs of a Psychologically Unsafe Workplace 

Feeling psychologically unsafe at work is often tied to specific behaviors and situations that create a hostile and unproductive environment. 

Recognizing these warning signs early can help individuals and teams address the issue before it escalates. From mocking and belittling to shutting down ideas, a psychologically unsafe workplace makes employees feel vulnerable and hesitant to contribute, which can seriously impact the entire team's morale and output.

Lack of Open Communication​

One of the most significant indicators of psychological harassment in the workplace is a lack of open communication. In such environments, employees often feel that their ideas will either be dismissed or unfairly criticized, leading to a reluctance to voice their thoughts. This atmosphere of fear stifles creativity and innovation, as team discussions become superficial and uninspired. Over time, the fear of negative repercussions can result in disengagement and decreased morale among team members.

In contrast, psychologically safe environments promote open dialogue and encourage the sharing of diverse viewpoints. This openness not only fosters creativity and effective problem-solving but also builds trust among team members. When employees feel heard and valued, they are more likely to contribute meaningfully, leading to enhanced collaboration and more innovative solutions.

Moreover, a lack of open communication can lead to misunderstandings and conflict within teams. Without clear channels for expressing concerns or feedback, issues may fester, resulting in a toxic work atmosphere. This can further exacerbate feelings of isolation and anxiety among employees, making it even more challenging for them to communicate effectively.

By prioritizing open communication, organizations can create a culture where everyone feels empowered to share their ideas and perspectives, ultimately driving success and growth.

Fear of Mistakes and Criticism​

A key indicator of feeling psychologically unsafe at work is the fear of making mistakes. In a healthy workplace, mistakes are seen as learning opportunities, not as triggers for ridicule or punishment. 

However, in a psychologically unsafe environment, employees are afraid to take risks or try new things because even minor errors can lead to harsh criticism. This fear cripples innovation and leaves employees constantly second-guessing their work, leading to lower productivity and increased anxiety.

Hostile Work Environment ​

A hostile work environment often develops in situations where psychological harassment at work becomes commonplace. 

This may include behaviors such as mocking, belittling, or public shaming. In such workplaces, employees feel constantly on edge, afraid of being singled out or embarrassed. Over time, this toxic atmosphere creates a culture of distrust, where employees avoid collaboration and communication, focusing only on protecting themselves rather than contributing to the success of the team.

Addressing these warning signs early is essential to fostering a healthier and more productive workplace.

The Consequences of Psychological Harassment at Work

Psychological harassment at work can have profound emotional and mental consequences for employees. 

When individuals are subjected to ridicule, belittlement, or exclusion, the toll on their mental health is inevitable. Feelings of anxiety, stress, and even depression can arise as a result of constantly feeling psychologically unsafe at work. Over time, this chronic exposure to harassment erodes self-esteem, leaving employees feeling powerless and isolated.

The impact of psychological harassment at work extends beyond just the individual's mental well-being. It significantly affects workplace productivity. Employees who feel unsafe are less likely to contribute ideas, take risks, or engage in collaboration, which hinders team performance. In addition, the constant fear of being criticized or embarrassed makes individuals hesitant to take on new responsibilities, ultimately slowing down innovation and progress within the organization.

Moreover, workplaces with persistent harassment issues often experience increased absenteeism and turnover rates. When employees can no longer cope with the hostile environment, they may start avoiding work altogether, using sick days or simply disengaging. Over time, this leads to higher absenteeism, as individuals prioritize their mental health over their job. In severe cases, the ongoing stress forces employees to leave, resulting in high turnover rates, which can disrupt operations and increase hiring costs.

Addressing the consequences of psychological harassment at work is crucial for creating a positive work environment. Without intervention, these negative effects will continue to undermine both employee well-being and organizational success.

Steps to Address Psychological Safety Issues

Feeling psychologically unsafe at work can be overwhelming, but there are practical steps both employees and managers can take to improve the situation. Addressing psychological safety issues not only helps create a healthier work environment but also boosts productivity and morale. 

Here are some actionable steps to start making positive changes.

Recognize You're Not Alon

When you're feeling psychologically unsafe at work, it's easy to assume you're the only one going through it. 

However, in many cases, your colleagues may be experiencing similar issues. Recognizing that others might share your feelings can help ease the sense of isolation. Open up conversations with trusted coworkers about your shared experiences. This not only strengthens solidarity but can also serve as a starting point for collective solutions to address the toxic work culture.

Build a Support Network ​

One of the most effective ways to cope with a psychologically unsafe environment is by building a support network within the workplace. 

Connect with coworkers who share your concerns, and offer each other emotional support. A supportive team can provide a safe space to express ideas and feedback, reducing the fear of criticism. 

Support networks can also become a platform for driving change, as a group is more likely to be heard by management. Remember, building trust and open communication among team members is a crucial part of improving psychological safety at work.

Approach Management Constructively ​ 

​ Once you've recognized the problem and built a support network, the next step is to approach management about the psychological safety issues. It's important to do this constructively. 

Frame the discussion around the impact that feeling psychologically unsafe at work has on both individual well-being and team performance. Use specific examples, such as instances where open communication was stifled or when ideas were dismissed unfairly. Suggest potential solutions like psychological safety training for management and employees, which can help create a more inclusive and open culture. A good manager should be open to feedback and committed to fostering a safer environment. 

However, even if the initial response isn't positive, having the conversation on record can lead to future changes.

Seek External Help if Needed ​ 

If internal measures don't lead to positive changes, seeking external help is a valid option. 

This could mean consulting with HR, bringing in external mediators, or even seeking psychological support from professionals outside the workplace. In extreme cases, leaving the organization may be necessary to prioritize your mental health. If you decide to leave, look for companies that prioritize psychological safety training and have a track record of creating supportive work environments.

Taking these steps can go a long way toward addressing psychological safety issues and promoting a healthier, more inclusive workplace culture.

Make a note on what's going on​

 If you find yourself repeatedly facing certain challenges or feeling uneasy about specific situations at work, consider taking the time to jot down your thoughts and experiences. Documenting these feelings can provide clarity and help you articulate your concerns more effectively when the time comes to address them.

When you feel prepared, this written record can serve as a valuable tool for discussions with someone you trust, such as your manager or a colleague. Sharing your documented experiences not only opens the door to constructive dialogue but also demonstrates your willingness to seek solutions and improve the situation.

By proactively addressing your discomfort, you can foster a more supportive and communicative environment, both for yourself and your team. Remember, open communication is key to creating a workplace where everyone feels safe and heard.

Become Aware of Your Work Environment

Recognizing a lack of psychological safety in your workplace can be challenging, as it often manifests in subtle ways. However, there are several indicators to be mindful of that may suggest a deficit in psychological safety. For instance, if you notice the absence of key elements that promote open dialogue and trust, it may be a signal that psychological safety is lacking.

In environments where psychological safety is compromised, you might feel that it's unsafe to:

• Share your ideas, questions, or concerns
• Provide constructive criticism or feedback
• Take risks or pursue new opportunities
• Be your authentic self

Another telltale sign of a psychologically unsafe environment is the presence of distrust. You may feel that your opinions won't be valued or that your words could be weaponized against you. Additional signs include poor communication and transparency, invasion of privacy (such as sharing personal conversations with others), rampant gossip, unclear boundaries, and an overwhelming workload.

Working in such an environment can feel constraining, leading to negative impacts on your job performance, satisfaction, and mental well-being. You might find yourself holding back from sharing ideas, feeling that there isn't a supportive space for them, or fearing they won't be appreciated. This hesitance can stifle your creativity and contribute to feelings of stagnation in your career, making you hesitant to pursue growth opportunities.

Over time, these factors can significantly diminish your overall work experience, leading to disengagement and dissatisfaction. By becoming aware of these signs, you can take the first step towards advocating for a healthier, more supportive work environment that encourages open communication and personal growth.

The Role of Psychological Safety Training in Creating a Positive Work Culture

Psychological safety training plays a crucial role in helping managers and employees create a healthier and more positive work culture. Through structured training programs, both management and staff learn how to identify, address, and prevent behaviors that contribute to psychological harassment at work. These programs teach essential skills such as effective communication, active listening, and conflict resolution, which foster a safer, more inclusive workplace environment.

One of the primary benefits of psychological safety training is that it helps build trust within teams. When employees feel confident that their ideas and concerns will be heard and respected, they are more likely to contribute openly, leading to enhanced collaboration and innovation. Managers, on the other hand, gain a better understanding of how to create a supportive work culture where mistakes are seen as learning opportunities rather than grounds for criticism. This shift encourages risk-taking and creativity, both of which are vital for a thriving organization.

Training also equips employees and managers with the tools to handle conflicts or miscommunication before they escalate into toxic behavior. 

By recognizing the signs of psychological harassment at work, team members can address these issues early, preventing long-term damage to morale and productivity. Ultimately, psychological safety training is an investment in both individual well-being and the success of the organization as a whole, creating a foundation for sustained growth, trust, and engagement.

When It's Time to Leave

When psychological harassment at work continues despite efforts to address it, it may be time to consider leaving. 

While taking steps to improve your workplace can be beneficial, there are situations where the toxic culture is too deeply ingrained to change. If you've approached management, built a support network, and still find yourself feeling psychologically unsafe at work, it's essential to prioritize your mental health and well-being.

Staying in an environment where you are constantly ridiculed, ignored, or dismissed can take a significant toll on your mental health. Chronic stress, anxiety, and burnout are common consequences of toxic workplaces. 

Self-preservation becomes paramount in these cases. Quitting may seem like a drastic decision, but it can be the best choice for long-term mental and emotional health. Your ability to contribute and grow professionally depends on feeling safe and valued. Leaving a harmful environment allows you to seek out opportunities where psychological safety and respect are part of the company culture.

Conclusion