Psychological safety

Queensland Health is committed to fostering psychologically safe workplaces where employees feel respected, supported and able to contribute. Psychological safety exists when people feel comfortable speaking up, asking questions, sharing ideas, raising concerns and learning from mistakes without fear of blame, humiliation or negative consequences.

As a Leader, you play a critical role in creating a team environment where open communication, trust, learning and continuous improvement can thrive.

Select each tab to learn how to support your employees.

  • Psychological Safety is
  • Considerations
  • Take action

What it looks like

  • Speaking up: Employees feel safe to share ideas, concerns, questions and feedback, including about safety, quality and workplace issues.

  • Learning and improvement: Employees are encouraged to ask questions, seek help, acknowledge mistakes and learn from experiences without fear of blame.

  • Respect and inclusion: Employees feel heard, valued and respected, regardless of their role, background, experience or perspective.

  • Support and wellbeing: Employees feel comfortable seeking support, discussing challenges and accessing wellbeing resources when needed.

Key considerations

  • Psychological safety is built through everyday interactions and experiences.

  • Trust develops over time through consistent leadership behaviours.

  • Employees are more likely to speak up when concerns are acknowledged and addressed respectfully.

  • Psychological safety supports learning, innovation and continuous improvement.

  • Psychological safety and accountability can coexist.

  • Diversity and inclusion, cultural safety and wellbeing all contribute to a psychologically safe workplace.

As a leader

Set the stage to establish clarity

  • Start with us: create an in-group by establishing clarity around team purpose and goals.

  • Frame the work: create role clarity and understand role interdependence.

  • Anticipate obstacles: expect the unexpected. Reframe obstacles, mistakes and failures as learning opportunities.

Invite Participation to increase engagement

  • Model humanity: learn from mistakes and be a proud 'don't knower.'

  • Make input easy: offer low-risk, accessible ways to share ideas and provide feedback.

  • Foster curiosity: ask questions that increase the breadth and depth of ideas and listen actively.

Respond thoughtfully to advance thinking

  • Affirm warmly: validate perspectives, especially those that disrupt or challenge group thinking.

  • Challenge kindly: debate ideas in a way that maintains relatedness and safety.

  • Move thinking forward: unearth ideas to keep momentum going.

Complete a workplace risk assessment

Why it's important

  • Psychologically safe teams are more likely to identify and address risks early.

  • Employees are more willing to speak up about safety, quality and workplace concerns.

  • Open communication supports learning, innovation and continuous improvement.

  • Employees who feel safe and supported are more engaged, resilient and productive.

  • Psychological safety strengthens teamwork, trust and collaboration.

  • A psychologically safe workplace contributes to employee wellbeing, retention and positive workplace culture.