Meera was at the weekly team meeting. Everyone was pitching ideas for the next quarter but she wasn’t sure if she should share hers. What if people laughed? What if her manager dismissed it outright? Playing it safe felt… safer.
Ever notice a team member holding back? Silence in meetings often signals a deeper issue: fear of judgment. When people feel unsafe, they don’t share, take risks, or innovate. Instead, they stay quiet, play “safe,” and the team loses the power of authentic collaboration.
Here’s 5 things you can start doing to turn the tide:
1. Amplify Every Voice
Encourage quieter team members by directly inviting their input. Say, “I’d love to hear your perspective on this.” Ensure dominant voices don’t take over and demonstrate that every opinion matters, even if it challenges the norm.
2. Own Mistakes, Loud and Proud
Lead by example: share your own missteps openly. When leaders admit errors, it signals that failure isn’t fatal—it’s a learning opportunity. This creates a culture of openness and encourages risk-taking.
3. Make Morale Your Metric
Regularly ask, “How’s everyone feeling?” Build connection with team check-ins, celebrations, and collaborative decisions on events. Don’t just plan for them—plan with them.
4. Feedback? Normalize It
Create a feedback-friendly culture by practicing active listening and discouraging gossip. Make feedback actionable: thank your team for sharing, then act on their suggestions. Knowing their voice leads to change builds trust.
5. Spotlight the Unsung Heroes
Celebrate wins big and small, but especially highlight those who tend to operate in the shadows. Recognition boosts confidence and signals that effort—not just outcomes—matters.
Psychological safety isn’t just a buzzword—it’s the foundation for trust, creativity, and resilience in your team. Build it, and you’ll unlock their full potential.