The American Workplace: From Physical Safety to Psychological Safety at Work

You clock in every morning with more than tasks on your mind. You carry the weight of unspoken worries—“Will my idea be dismissed? Will I be judged if I ask for help? What if I admit I’m exhausted?” 

For generations, workers fought for safer factories, shorter hours, and fair pay. But today, the dangers often don’t come from spinning machines or open flames. They come from silence, stress, and the invisible toll of feeling like you can’t safely speak up at work.

Labor Day reminds us that the fight for safety didn’t end with hard hats and guardrails. It’s still unfolding—in meetings, in offices, in classrooms, in hospitals—where the call is no longer only for physical protection, but for psychological safety. Because the cost of ignoring it isn’t just burnout, it’s losing the trust and humanity that make work worth doing.

What is psychological safety?

Psychological safety refers to a group culture that the Harvard Business School professor Amy Edmondson defines as a ‘‘shared belief held by members of a team that the team is safe for interpersonal risk-taking.’’ 

The New York Times highlighted Edmondson’s research, noting that psychological safety is “a sense of confidence that the team will not embarrass, reject, or punish someone for speaking up. It describes a team climate characterized by interpersonal trust and mutual respect.”

How psychological safety plays out in the workplace

Picture Maria, a nurse in her late thirties. She loves caring for patients, but her hospital unit runs on fear. Her supervisor is known for scolding nurses in front of others. 

When Maria notices a safety risk, she hesitates to speak up, afraid of being blamed. Over time, Maria stops voicing concerns at all. She takes her stress home, where she lies awake at night replaying moments she wishes she’d spoken.

Weeks of silence turn into months of burnout. Maria begins calling in sick more often, not because she doesn’t care, but because she can’t carry the emotional weight anymore. Eventually, she thinks about leaving the profession altogether.

That’s what poor psychological safety at work can lead to:

• Hidden mistakes because people fear punishment.
• Burnout and mental health struggles when stress has no safe outlet.
• High turnover when employees feel their voices don’t matter.

Contrast that with a workplace where Maria could say, “I think this dose looks off” and hear, “Good catch—thank you.” In that world, she’d sleep better, patients would be safer, and her team would thrive.

The four stages of psychological safety and what they look like

Establishing psychological safety at work doesn’t happen overnight. Teams build it step by step, moving through four key stages identified by researcher Timothy R. Clark. Knowing these stages helps leaders and coworkers understand where they are—and how much further they can go.

1. Inclusion safety: This is the foundation. People feel accepted for who they are, regardless of role, background, or identity. They know they belong on the team.
2. Learner safety: Here, it feels safe to ask questions, admit mistakes, or say “I don’t know.” Curiosity is encouraged, not punished.
3. Contributor safety: At this stage, people can share ideas and take risks without fear of harsh criticism. Their work and contributions are valued.
4. Challenger safety: This is the highest level. Employees feel free to question the way things are done, suggest changes, or challenge leaders—knowing it won’t cost them respect or their job.

Teams that progress through all four stages unlock more creativity, stronger trust, and healthier collaboration. Without them, fear creeps back in and silence takes over.

How leaders and employees alike can help build psychological safety at work

No need for big programs. Small shifts help.

• Invite honest feedback. Ask, “What went well? What was hard?” after meetings. Listen first. The act of listening—without rushing to defend—signals that every voice counts.
• Admit mistakes. Own slip-ups fast. That lets others know they can, too, and breaks the cycle of silence that fuels stress.
• Celebrate courage. Thank people who share hard truths. A simple acknowledgment like, “I appreciate you saying that” can ripple through a team.
• Give quiet space. Let folks speak in pairs or small groups if large meetings feel big. Some of the strongest ideas come from people who aren’t the loudest in the room.

These habits weave respect, balance, and emotional safety into everyday life. They also remind us that psychological safety at work isn’t built by leaders alone. Every employee plays a role. When peers support each other, when managers show humility, and when teams make kindness visible, workplaces shift. Over time, trust grows. People stop holding their breath, and start breathing freely. That’s when real collaboration—and real wellbeing—takes root.

Without psychological safety at work, employee mental health and wellbeing suffer 
 

The link between mental health and psychological safety at work is stronger than many realize. When 
people fear judgment or rejection, they carry that stress home. Sleepless nights, constant worry, and burnout often follow.

Maria, the nurse you met earlier, is a prime example of this. Because she didn’t feel safe raising concerns, her stress didn’t stop when her shift ended. It followed her into her nights, her family dinners, even her days off. Over time, she began to have trouble sleeping well. Her patience with loved ones wore thin. She began to dread going to work—not because of the patients she cared for, but because of the distress she silently carried inside.

Maria isn’t alone. Recent data shows that 66 percent of workers were burned out in 2025, the highest rate on record. That’s the human cost of psychologically unsafe workplaces.

But imagine if Maria’s unit had encouraged her to speak up. If her supervisor had said, “Thank you for sharing your perspective” Instead of lying awake at night, Maria could have rested. Instead of withdrawing, she might have shown up with energy. That’s what psychological safety in the workplace gives back: balance, trust, and the freedom to do your best work without losing yourself in the process.

This Labor Day, remember that the best workplaces aren't just built on hard work, but on the courage to speak up and the safety to be heard.