Our global community of over 12,000 people across a range of industries, cultures and fields regularly contribute to the Psychological Safety Research Pulse – small, focussed, frequent surveys and research questions that generate insights and further research. This is also the home of the annual “State of Psychological Safety” Survey.
Here we share the current research pulse as well as the results from past research.
Current Research Pulse: Psychological Safety and AI Tools in the Workplace
What would you like to explore in the 2026 “State of Psychological Safety” survey?
Who gets to decide if psychological safety matters? Is scepticism about psychological safety a luxury position? What the LinkedIn discourse reveals about who has positive or negative opinions on psychological safety, and why it might matter more than we think.
How comparatively well-off we feel as children affects our later appetite for interpersonal risk taking in the workplace. Authors: Tom Geraghty & Jade Garratt, Psychsafety.com In our work and experience with teams and organisations all over the world, we always suspected
Welcome to The State of Psychological Safety Survey 2025 – the largest global survey on psychological safety ever! Psychological safety is the core ingredient behind high-performing, innovative, and happy teams. It shapes whether we feel safe speaking up, sharing ideas,
Barriers to Psychological Safety Executive Summary This research explores the experiential barriers to speaking up at work: not just structural or cultural factors, but the lived fears and beliefs that inhibit voice and learning. Drawing on responses from 138 participants,
Executive Summary This study examined which practices most effectively foster psychological safety in teams and organisations. While behaviours such as listening and empathy underpin interpersonal safety, practices (structured, named activities like retrospectives or social contracts) create the scaffolds and shared
Executive Summary This study explored how feedback in the workplace affects both performance and psychological safety. While feedback is intended to drive growth and improvement, its delivery often has mixed results. Based on responses from 61 participants, the findings show
Executive Summary This study examined the relationship between job security and psychological safety, challenging the common assertion that “psychological safety is not job security.” While the two concepts are distinct, the findings suggest that perceptions of job insecurity (such as
Executive Summary In this Research Pulse, 121 respondents were asked how familiar people in their workplace are with the concept of psychological safety. The results show a broadly “middle-ground” distribution: most people have heard of it, but few would call
Executive Summary This study explored why people foster psychological safety, examining whether motivations are primarily moral, relational, or performance-driven. While psychological safety is often discussed in terms of its organisational benefits: innovation, learning, quality, and performance, this research highlights the
