Creating psychological safety in teams

In the fast-evolving landscape of technology and innovation, the success of a team rarely hinges on the sheer brilliance of individual members. Instead, it thrives on the collective confidence that allows people to voice ideas, admit mistakes, and ask questions without fear. This is the essence of psychological safety—a foundational element that distinguishes high-performing, resilient teams from those that stagnate or crumble under pressure.

What is Psychological Safety?

Psychological safety is not about being nice or avoiding conflict. Rather, it’s the shared belief that the team is a safe space for interpersonal risk-taking. Members know they can speak up, challenge the status quo, and express vulnerability without being embarrassed or punished. In psychologically safe environments, curiosity is celebrated, and failures are seen as learning opportunities, not personal shortcomings.

“When we are no longer able to change a situation, we are challenged to change ourselves.” — Viktor Frankl

For teams in technology, where rapid innovation and experimentation are daily realities, psychological safety is not a luxury. It’s a necessity that fuels creativity and adaptability and enables individuals from diverse backgrounds—including women and neurodivergent professionals—to contribute fully.

Why Psychological Safety Matters in Tech Teams

The tech industry is marked by its relentless pace, complex problem-solving, and a constant push for new ideas. In such an environment, the cost of silence is high. When people fear ridicule or repercussions, they withhold information, avoid taking initiative, and disengage from meaningful collaboration. This can lead to missed opportunities, preventable errors, and a toxic culture that drives away talent—especially those from underrepresented or marginalized groups.

Research from Google’s Project Aristotle famously identified psychological safety as the most important factor in team effectiveness. Teams with high psychological safety are more likely to:

• Innovate and experiment without excessive fear of failure
• Share knowledge and give constructive feedback
• Retain diverse talent, including women and neurodivergent individuals
• Adapt quickly to changing requirements and technologies

The Unique Needs of Neurodivergent and Underrepresented Team Members

Neurodivergent professionals—including those with autism, ADHD, dyslexia, and other cognitive differences—bring valuable perspectives and skills to technology teams. However, traditional workplace dynamics often overlook their needs for clear communication, predictable routines, and explicit expectations. Psychological safety allows neurodivergent individuals to request accommodations, clarify misunderstandings, and participate meaningfully, rather than masking their differences or fearing misinterpretation.

For women and other underrepresented groups in tech, psychological safety is a bulwark against microaggressions, stereotype threat, and the pressure to conform to dominant norms. When safety is present, people can focus on their work and growth rather than on self-protection.

Building Psychological Safety: Practical Strategies

Fostering psychological safety is an ongoing process, not a one-time initiative. It requires intentional actions at the individual, team, and organizational levels. Here are actionable strategies to help you build and sustain a psychologically safe environment within your technology team:

1. Model Vulnerability as a Leader

Leaders set the tone for psychological safety. When managers and senior team members openly admit mistakes, ask for help, or share what they don’t know, they signal that imperfection is not only accepted but expected.

Example: In a retrospective meeting, a team lead might say, “I made a decision last sprint that didn’t work out as I hoped. Here’s what I learned, and I’d appreciate any feedback.” This openness encourages others to follow suit.

2. Encourage Questions and Curiosity

Normalize asking questions, no matter how basic they may seem. Treat every inquiry as valuable, and avoid sarcasm or dismissiveness. If someone asks a question that reveals a knowledge gap, thank them for speaking up and offer resources or clarification.

“Great teams ask great questions. Curiosity is the engine of innovation.”

3. Structure Meetings for Inclusion

Meetings are often the crucible where psychological safety is tested. Use structured approaches to ensure every voice is heard:

• Round-robin discussions: Give each participant a turn to speak, reducing the dominance of extroverted or senior voices.
• Anonymous input: Use digital tools to collect ideas or feedback anonymously, lowering barriers for those who hesitate to speak up.
• Clear agendas and expectations: Send agendas ahead of time and define the goals of each meeting, which helps neurodivergent team members prepare and participate comfortably.

4. Reframe Mistakes as Learning Opportunities

Adopt a blameless approach to errors. During postmortems or code reviews, focus on what can be learned, not on assigning fault. Use language that emphasizes systems and processes over individual culpability.

Example: Instead of saying, “Who caused this bug?” try, “How did our process allow this bug to slip through, and what can we improve?”

5. Provide and Solicit Regular Feedback

Make feedback a regular, two-way exchange. Encourage team members to share not only what’s working but also what feels uncomfortable or unclear. As a leader, actively request feedback on your own communication and decisions, and act visibly on the input you receive.

Special Considerations for Diverse Teams

Recognize that cultural backgrounds, gender, and neurodiversity influence how people perceive safety and risk. Create explicit norms that define respectful behavior, inclusive language, and the value of diverse perspectives. Provide training and resources to help all team members recognize implicit biases and microaggressions.

For neurodivergent professionals, consider offering multiple channels for feedback, such as written forms or asynchronous discussions. For women and other underrepresented members, mentorship and affinity groups can enhance confidence and belonging.

Examples of Psychological Safety in Action

To illustrate the impact of psychological safety, consider these real-world scenarios from technology teams:

• A software engineer with dyslexia is comfortable asking for time to review documentation or requesting that meeting notes be shared in advance. The team adjusts its workflow, resulting in fewer misunderstandings and higher productivity.
• A junior developer spots a potential flaw in an upcoming release. Despite being new, she feels empowered to raise her concerns in a team chat, and her input prevents a costly production issue.
• A cross-functional team holds regular “failure Fridays,” where members voluntarily share recent mistakes and what they learned. This ritual reduces stigma and increases trust, making it easier to experiment with new technologies and approaches.

The Role of Remote and Hybrid Work

Remote and hybrid work arrangements add new complexities to psychological safety. Without in-person cues, misunderstandings can escalate quickly, and some voices may be lost in the digital shuffle. Intentional communication and transparent expectations become even more critical.

Adopt clear documentation practices, use video calls judiciously, and schedule regular one-on-one check-ins to maintain connection. Encourage team members to share their preferred communication styles and any accessibility needs.

Measuring and Sustaining Psychological Safety

Building psychological safety is only the beginning; sustaining it requires ongoing attention and adaptation. Use tools such as anonymous surveys, pulse checks, or facilitated discussions to assess how safe team members feel over time. Track not just output metrics, but also indicators like participation in meetings, the frequency of idea-sharing, and turnover among underrepresented groups.

If feedback reveals gaps in safety, address them transparently. Share what you’ve learned from the assessment and outline specific steps to improve. Remember, trust is built in small moments—consistency and follow-through matter more than grand gestures.

“Culture is not what you say, it’s what you tolerate.”

Final Thoughts: The Human Side of Technology

At its core, psychological safety is about honoring the humanity within teams. In technology, where the pressure to deliver can overshadow personal well-being, this commitment creates the conditions for true innovation and fulfillment. It ensures that every voice—regardless of background, gender, or neurotype—has space to question, contribute, and grow.

Building psychological safety is not a box to check, but a way of working together. It is sustained by empathy, curiosity, and the belief that we are stronger when we learn openly, fail bravely, and support each other along the way.

As you nurture psychological safety in your own team, remember: it is not about the absence of conflict or challenge, but about the presence of trust. And in the world of technology—where the next great idea can come from anyone—this trust is your team’s most valuable asset.