This is the English translation of the article published on “Il Sussidiario” (May 25th, 2025)
Psychological safety is very important in the world of work and in making businesses more competitive
Many people, of all ages and at all levels of organizations, do not make their voices heard because they are not sure that what they say will be well received. What does this mean in practice? Well, that instead of speaking out, people choose silence.
For example: they don’t share their ideas because they fear they will be criticized and rejected; when they have a question they prefer not to ask it to avoid the risk of being judged ignorant or stupid; if they disagree, they don’t say so, because they are afraid of hurting other people’s susceptibility or being labeled a “pain in the ass”; when they make mistakes, they prefer to hide the mistakes to avoid being considered incompetent… And so on.
There is nothing to be done: we humans, when we work together, have to deal with the fear of negative judgment from others. It is something we cannot stand. So, we prefer not to take risks or, put differently, we prefer not to take “interpersonal risks” as Amy Edmondson calls them, a Harvard professor and researcher who has brought to the world’s attention the concept of “psychological safety”, that element that gives us permission to make our voices heard, considering everyone’s contribution an indispensable element for the success of businesses and all organizations.
“Psychological safety” should be present and cultivated in all workplaces, from Boards of Directors to Field Teams, regardless of the role we play.
This is a big deal. Few elements, like psychological safety, have a virtuous (if it is there) or devastating (if it is lacking) impact on the quality of professional life for all of us, and on the quality of the results we produce with others.
If it is missing, it has a devastating impact on our professional lives because what gives us satisfaction in work is not repetitive tasks, not self-protection, but making our voices heard to contribute to the common goal. When we feel invited to make our voices heard, when we make our contributions and feel welcomed, when we share mistakes and, instead of being pointed at as “culprits,” feel helped to understand the cause, our energies are set in motion and we feel more belonging, more responsible and much more valued. And even if what we propose is not always put into action, we feel heard and taken into consideration.
What happens is this. By getting used to talking openly, confronting each other in a transparent and respectful way, saying why we disagree or are in trouble, we cultivate psychological safety, and by doing so, relationships with female colleagues, coworkers, and even managers improve.
Yes, they can also improve with them because, thanks to our input, they receive more stimulation, can rely on effective solutions and make better decisions. And we all grow, making our organization more capable, responsive and innovative. In short: more competitive.
This is why the presence or absence of psychological safety in the workplace also has a virtuous or devastating impact on collective performance. Because we all have to deal with this question every day, “Do I say it or don’t I say it?”
Edmondson studies show that most people choose silence. Epidemic of silence, she calls it. This daily behavior acted by thousands, millions of people not only depletes working life and makes the professional environment uninspiring, motivating and attractive, but also makes businesses and the country lose competitiveness. Because today, in order to evolve and keep up with the world, we need everyone’s intelligence and motivation. And making your voice heard is the first step in this direction.
By Marina Capizzi, author of Hierarchy to Die or to Thrive?