Build a team where everyone feels safe to speak up
Psychological safety is the foundation of high-performing teams, where people feel free to speak up, take risks, and learn from mistakes without fear of blame or ridicule. This check measures how safe team members feel to be themselves, voice concerns, and contribute their best work. By surfacing where trust is strong and where it needs attention, teams can build the conditions for honest dialogue, innovation, and continuous growth. Use the results to spark open conversations and strengthen the everyday behaviours that make people feel respected, valued, and heard.
Dimensions
Psychological Safety
How safe team members feel to take interpersonal risks, share ideas, and be their authentic selves.
Learning and Growth
Mistakes are treated as opportunities to learn rather than reasons for blame.
- Held against me
- Sometimes
- Never held against me
Tough Issues
Team members can openly raise problems and difficult topics without hesitation.
- Stay silent
- Sometimes
- Speak freely
Feeling Heard
Every voice is respected, and no one is dismissed or rejected for being different.
- Dismissed
- Sometimes heard
- Fully heard
Risk Taking
It feels safe to try new approaches and take risks without fear of negative consequences.
- Too risky
- Sometimes safe
- Safe to risk
Asking for Help
Team members can comfortably reach out to one another for support when needed.
- Hard to ask
- Sometimes easy
- Easy to ask
Team Support
Colleagues act with good intent and do not undermine each other's efforts.
- Undermined
- Mostly supported
- Fully supported
Skills and Talents
Each person's unique strengths are recognised, valued, and put to good use.
- Overlooked
- Sometimes valued
- Fully valued
When to use this health check
- When you want to assess and build trust within a team.
- After a period of change, conflict, or restructuring that may have affected team trust.
- As part of a regular cadence to track team culture and openness over time.
- When team members seem hesitant to raise concerns or share ideas openly.
- During team formation to set expectations around safety and respect.
Tips & tricks
- Keep responses anonymous so team members feel free to answer honestly.
- Share aggregate results openly and invite the team to interpret them together.
- Focus discussion on behaviours and actions rather than assigning blame.
- Re-run the check periodically to see whether interventions are improving safety.
- Pair low-scoring dimensions with concrete team agreements to address them.