Psychological safety is critical for high-performing teams - Deepstash

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Creating a workplace environment that promotes psychological safety is an art, and there is no silver bullet. There are unspoken agreements, company-wide values, leadership qualities, and technology to help support this ongoing work. 


Psychological safety is critical for high-performing teams

Psychological safety is critical for high-performing teams


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Big launches and milestone achievements deserve to be celebrated

When organizations take time to recognize the hard work that went into the completion of a release or even a bite-sized milestone, this helps employees recharge and stay motivated.

Are these failures discussed? Do employees feel comfortable talking about what went wrong with their manager and team? Does your team take the time to reflect upon these situations through sprint retros or post-incident reviews? Does your team explore ways to overcome these mistakes in the futur...

A psychologically safe work environment encourages team members to speak up with ideas, concerns, or recent failures instead of choosing to remain silent.

e belief that the environment is safe for interpersonal risk-taking. It is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.

Qhen employees work in a psychologically safe environment, the discretionary effort can improve up to 24%.

By having a psychologically safe environment, employees perceive risk as a good thing, and there is an understanding that employees won’t be seen as ignorant, incompetent, or invalid.

There is a tolerance for mistakes

Employees are open about the mistakes they made instead of avoiding them or, worse yet, covering mistakes up. 

Micro-moments of learning occur regularly

Leaders model curiosity by sharing their ignorance on a to...

Employees voice radical business and technical ideas. They’re willing to take interpersonal risks by speaking up in meetings, voicing their concerns, and never settling without asking “why.”

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