Psychological Safety: The Role of the Manager

In this article we explore the vital role that managers play in enabling psychological safety, and some key strategies that HR and business leaders can implement to empower managers to support psychological safety in their teams.

Psychological safety is a shared belief among team members that the group is safe for interpersonal risk-taking. It empowers individuals to speak up, ask questions and admit mistakes without fear of humiliation or retribution. This openness fosters trust, encourages innovation and cultivates a culture of continuous learning.

The concept was popularised by Amy Edmondson, a professor at Harvard Business School. Since then, mounting research has demonstrated that psychological safety is the cornerstone of effective teams. It’s not just a feel-good factor; it’s a measurable driver of team and organisational success.

Managers are at the forefront of creating and maintaining psychological safety within their teams. Their daily interactions, responses to challenges and leadership styles directly influence whether team members feel secure to contribute authentically.

Key behaviours that managers should embody include:

Promote Open Communication

• Encourage Dialogue: Invite team members to share their thoughts and ideas during meetings.
• Practice Active Listening: Show genuine interest in employees’ input by listening attentively and asking clarifying questions.
• Foster Inclusivity: Ensure that all voices are heard, especially those who may be less inclined to speak up.

Provide Regular One-on-One Support

• Schedule Consistent Check-Ins: Regular meetings with individual team members demonstrate that you value their contributions.
• Personalise Interactions: Tailor communication style to each employee’s needs and preferences.

Demonstrate Humility

• Admit Mistakes: Acknowledge errors openly to model that it’s safe to learn from failures.
• Seek Feedback: Invite team members to provide feedback on leadership and be receptive to their insights.

Focus on Solutions Instead of Blame

• Address Issues Constructively: When mistakes occur, concentrate on resolving the problem rather than assigning blame.
• Promote a Learning Culture: Use setbacks as opportunities for growth and development.

Empower Through Autonomy

• Delegate Effectively: Trust team members with responsibilities and avoid micromanaging.
• Support Decision-Making: Encourage employees to make decisions and provide guidance when needed.

• To equip managers with the skills necessary to foster psychological safety, organisations can implement the following strategies:

Build Self-Awareness

• Psychometric Assessments: Assessments such as the Wraw resilience psychometric can provide insights into a manager’s workplace mindset and behaviours.
• Identify Development Areas: Use the data to pinpoint behaviours that may hinder psychological safety.

360-Degree Feedback

• Gather Feedback: Collect input from peers, direct reports and leaders on how managers promote or inhibit psychological safety.

Targeted Training and Development

• Offer Skill-Building Workshops: Provide training on key people-centric skills such as effective communication, creating a culture of feedback and conducting wellbeing conversations.

Author Bio: Sandra Ordel is a Senior Business Psychologist specialising in workforce resilience and neuropsychology. She supports organisations worldwide to build resilient teams and cultures of healthy performance.