What is the Psychological Safety Retrospective?
The Psychological Safety retrospective helps teams assess and improve their environment of trust, openness, and mutual respect. Based on Amy Edmondson's research at Harvard Business School, psychological safety is the belief that team members won't be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. This template enables teams to reflect on current practices that contribute to psychological safety, identify potential threats, and develop actionable strategies to create a more supportive environment. By focusing on these aspects, teams can build stronger relationships, encourage innovation, and improve overall performance. Regular use of this retrospective format helps teams maintain awareness of their interpersonal dynamics and proactively address concerns before they become significant issues.
Psychological Safety Retrospective Format
What have we done to create team safety?
What actions or behaviors have helped you feel safe speaking up?
Guide the team to identify specific behaviors, practices, or moments that have contributed to psychological safety. Encourage participants to share both formal practices and informal interactions that have made them feel supported and respected.
What would make our team feel unsafe?
Which situations or behaviors might prevent people from speaking up?
This is a sensitive topic - emphasize that responses should focus on behaviors and situations rather than individuals. Create space for honest reflection while maintaining a constructive tone.
What can we do to improve team safety?
What specific actions could help build a more supportive environment?
Focus on actionable suggestions that the team can implement. Encourage specific, measurable ideas rather than vague concepts. Help the team prioritize suggestions based on potential impact and ease of implementation.
When to use this retrospective
- When forming a new team or onboarding new team members to establish healthy team dynamics
- After experiencing conflicts or communication challenges within the team
- During organizational changes that might impact team dynamics and trust
- As a regular check-in (quarterly) to maintain and improve team psychological safety
Suggested icebreaker questions
- Share a time when someone helped you feel more confident at work
- What's one thing that makes you feel appreciated by your teammates?
Ideas and tips for your retrospective meeting
- Create a judgment-free zone by establishing ground rules at the start of the session
- Consider running this retrospective anonymously for teams that are just beginning to build psychological safety
- Focus on behaviors and situations rather than individuals when discussing challenges
- Follow up on action items from previous psychological safety retrospectives to show commitment to improvement
- Use breakout sessions for larger groups to encourage more intimate discussions
New to retrospectives? Read our guide on how to run a retrospective →
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