Stress is nothing new for working professionals. In fact, more than 80% of U.S. workers report experiencing stress on the job, according to the Occupational Safety and Health Administration (OSHA). While a manageable level of stress can serve as a motivator, chronic and unmanaged stress can lead to serious health issues and workplace challenges.
One of the most effective ways employers can support stress management is by fostering a psychologically safe work environment.
What is Psychological Safety?
A psychologically safe workplace is one where employees feel empowered to take appropriate risks, express themselves openly, and discuss difficult topics without fear of embarrassment, blame, or retaliation. In these environments, the culture is described as respectful, fair, supportive, and collaborative.
Employees who experience high psychological safety report:
- Greater job satisfaction
- A stronger sense of purpose and impact
- Increased confidence in leadership
- Improved mental health
- Lower levels of stress, emotional exhaustion, and job turnover
Conversely, when psychological safety is low, stress levels tend to rise. Employees may hesitate to voice concerns, fear making mistakes, and experience diminished trust and respect. Common workplace stressors, such as long hours, demanding roles, job insecurity, and poor work-life balance, can become even more harmful in environments lacking psychological safety.
Signs of Excessive Workplace Stress
Employees experiencing chronic stress may exhibit:
- Persistent worry, anxiety, or nervousness
- Tension, restlessness, or irritability
- Increased absenteeism or tardiness
- Decline in work quality or productivity
- Reduced cooperation and engagement
Chronic stress can also lead to physical health issues, including:
- Elevated risk of heart disease and other chronic conditions
- Frequent headaches and digestive problems
- Sleep disturbances
- Muscle aches and general fatigue
- Dizziness or fainting
The impact extends beyond individuals. Work-related stress is estimated to cost U.S. companies over $300 billion annually due to absenteeism, presenteeism, and healthcare expenses.
Characteristics of Psychologically Safe Work Cultures
Organizations that prioritize psychological safety often implement practices such as:
- Regular, constructive feedback
- Employee autonomy in decision-making and goal setting
- Flexible work schedules and remote work options
- Low-pressure social gatherings to foster connection
- Company-wide initiatives like meeting-free days and mental health days
- Support for employees with caregiving responsibilities
Steps to Foster Psychological Safety
To build a more psychologically safe culture, consider the following actions:
Survey Employees
Ask questions to assess workplace mental health:
- Are the problems and tough issues openly discussed?
- Are unique skills and talents valued?
- Is help readily available from team members?
Train Leaders and Managers
Educate leadership on the principles of psychological safety and how to create inclusive, supportive environments.
Lead by Example
Encourage leaders to model empathy, share mistakes and lessons learned, embrace feedback, and welcome difficult conversations.
Celebrate Learning Moments
Recognize and appreciate employees who share mistakes and insights, reinforcing a culture of growth and continuous improvement.
Promote Feedback Culture
Support both giving and receiving feedback through formal and informal channels. Encourage active listening and respectful dialogue.
Communicate Available Resources
Ensure employees are aware of benefits such as Employee Assistance Programs (EAPs), resiliency training, and stress management services.
Ready to Support Your Team's Well-Being?
Creating a psychologically safe workplace doesn’t happen overnight—but you don’t have to do it alone. At Connor & Gallagher OneSource, we partner with organizations to reduce stress and improve mental health through:
- Employee wellness surveys that uncover key insights
- Mental health trainings that empower leaders and teams
- Strategic communications to promote Employee Assistance Programs (EAPs) and other resources
Let’s work together to build a culture where employees feel safe, supported, and equipped to thrive. While stress may never be fully eliminated, a culture of safety and support empowers employees to be more transparent, seek help when needed, and manage stress more effectively.
Contact us today to explore how we can support your organization’s wellness goals.
Questions? Contact our Wellness Manager Amy Zucchero or at info@GoCGO.com
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