The Role of Organisational Culture in Psychological Safety and How to Influence It
In today’s fast-evolving workplace, creating a culture of psychological safety is essential for innovation, productivity, and employee well-being. Yet, psychological safety doesn’t arise in isolation—it is woven into the fabric of the organisation’s culture. A company’s culture reflects its values, communication styles, and how people treat one another daily. When the culture encourages openness, respect, and inclusivity, psychological safety thrives. But when it prioritises competition or hierarchy over collaboration, employees may feel afraid to speak up, and creativity suffers.
Consider a company undergoing rapid change to keep up with market demands. During a leadership meeting, a mid-level manager proposed a bold idea that could streamline a product line, potentially saving significant time and resources. Instead of engaging with the idea, the senior leadership quickly dismissed it, pointing out potential risks and expressing doubt about the manager's experience.
Over time, this manager, along with others, stopped sharing ideas, choosing to play it safe instead. Eventually, the team became risk-averse, and the company struggled to innovate, largely due to a culture that discouraged open contribution.
The impact of a stifling culture became clear when this same manager moved to a different department with a more supportive leader. In this new environment, the manager felt encouraged to share ideas, leading to several valuable improvements in process efficiency. This shift didn’t happen by accident—it was driven by a leader who actively fostered a culture of respect, trust, and psychological safety.
How to Build an Organisational Culture that Promotes Psychological Safety
Building a culture where psychological safety is integral takes deliberate effort and leadership. Here are three ways you can influence this culture within your organisation:
1. Model Vulnerability and Openness
Leaders set the tone for an organization’s culture. When leaders are willing to show vulnerability—such as admitting mistakes or acknowledging challenges—they signal that it’s safe for others to do the same. Modeling openness encourages team members to share their concerns, ideas, and even failures without fear of reprisal. For example, leaders can start team meetings by acknowledging lessons learned from recent projects, normalising the idea that mistakes are part of growth and learning.
Influence Tip: Encourage leaders at all levels to share personal experiences and learning moments with their teams. These moments build trust and reduce fear of judgment, helping employees feel comfortable contributing their authentic selves.
2. Encourage Open Dialogue and Active Listening
A culture that values psychological safety actively encourages two-way communication. It’s not enough to ask for input; it’s critical to create spaces where team members feel heard and valued. This means allowing time for questions, validating people’s ideas, and responding constructively—even if ideas are not immediately actionable. Leaders should avoid dismissing suggestions quickly or interrupting speakers, as this signals that some voices are more valued than others.
Influence Tip: Hold regular forums or town halls where team members can share ideas openly. Emphasize listening actively and asking clarifying questions rather than offering immediate critiques. By fostering an environment of respect, you demonstrate that every team member's voice matters.
3. Reward and Recognise Psychologically Safe Behaviours
Cultural change doesn’t happen overnight, but it can be accelerated by reinforcing positive behaviors. Recognising team members who contribute thoughtfully, speak up about challenges, or offer ideas for improvement demonstrates that these behaviors are valued. Whether through formal rewards programs, casual shout-outs in meetings, or simply acknowledging someone's input, these small recognitions build momentum toward a more psychologically safe culture.
Influence Tip: Create a “Psychological Safety Champion” program or similar initiatives to honor team members who embody openness, respect, and support. Encourage managers to regularly spotlight team contributions, creating a ripple effect that encourages others to engage confidently.
Bringing It All Together
Organisational culture plays a vital role in establishing psychological safety. Through intentional actions, leaders can cultivate a culture where employees feel respected, trusted, and inspired to share their ideas. This openness boosts morale, creativity, and resilience, all of which contribute to long-term success. By modeling vulnerability, encouraging open dialogue, and rewarding contributions, leaders create an environment where psychological safety becomes a core part of the organisation’s DNA. And as the anecdote above illustrates, the difference between a culture that stifles voices and one that elevates them can transform both individuals and the organisation as a whole.
