As the year begins to unwind, it’s no understatement that people around the world are wishing for change in the new year. It could be a new job opportunity. It could be setting personal goals to begin your wellness journey. Whatever it may be, the wish for change is common.
As we begin counting the days toward the new year, it’s appropriate to highlight a change that many people quietly hope for but rarely say out loud: feeling safer at work.
The Silent Problem in the Workplace
Going back to work after the holidays can be grueling. There’s the workload, the meetings waiting on your calendar, and depending on where you are in the world, the cold weather doesn’t help either. Returning after a warm, relaxing break can feel overwhelming.
But beyond the obvious challenges, there is another, more subtle issue that often surfaces after time away from work.
Some people may feel unsafe. Others may feel their psychological well-being is slowly being eroded by their job. Boundaries may be pushed. Discrimination can still exist. Corporate bullying, poor communication, and fear of speaking up all contribute to a workplace environment where psychological unsafety quietly persists.
This invisible threat is often overlooked, yet it has a profound impact on individuals and teams alike. As we move forward, the year 2026 should see a significant increase in Psychological Safety strategies across workplaces worldwide.
But what does it actually mean to feel psychologically safe, and how can organizations begin fostering it?
What Is Psychological Safety?
For HR leaders and organizational decision-makers, Psychological Safety goes far beyond simply being kind to employees.
Clinical psychologist Gabrielle Kleygrewe described this concept clearly in our December 10 workshop, “Psychological Safety in Diverse Teams: Building Trust Across Differences.” According to her, psychological safety includes four essential elements:
Inclusiveness
Employees feel that they belong, are respected, and are valued for who they are.
Learning
People are able to ask questions and seek clarity without fear, pressure, or embarrassment.
Contribution
Ideas are welcomed openly, regardless of role, background, or seniority.
Challenge
Concerns, feedback, and even criticism can be voiced without fear of negative consequences.
How to Foster Psychological Safety at Work
Building Psychological Safety requires intentional action. It starts with clear and open communication, creating structured opportunities for people to speak up, and actively addressing harmful behaviors.
Leaders must take accountability, acknowledge mistakes, and model vulnerability. When leaders show that asking for help is acceptable, others feel safer doing the same.
Why Psychological Safety Matters
As highlighted in Gabrielle Kleygrewe’s workshop, when teams feel psychologically safe, organizations begin to see meaningful results:
- Better decision-making
- Faster problem-solving
- Fewer costly mistakes
- Increased innovation
- A stronger sense of trust and belonging
- A truly inclusive team culture
- Higher collaboration
- Improved performance and retention
Entering the New Year with Intention
While fostering Psychological Safety may not have been a priority for some organizations in the past year, it should be at the top of the list moving forward.
Finding the right solutions for your team may feel challenging, but you don’t have to do it alone. Support exists, and asking for help is part of building a healthier workplace.
Never be afraid to foster psychological safety at work. When you do, you’re not just improving performance. You’re honoring what people truly wish for.
Make people’s wishes come true.
