Psychological Safety at Work Examples
Easy examples to build psychological safety and trust in your workplace.
Why Psychological Safety Activities Matter
Psychological safety is shaped through everyday actions, not just policy. These actions are designed to strengthen trust, improve communication, and reduce the fear of judgement or failure. Whether your team is new or established, these exercises can help shift the culture from cautious to collaborative.
1. Check-In Round
Kick off meetings with a simple check-in ask each person to share one word that describes how they’re feeling. It’s quick, low-pressure, and sets a tone of openness.
Over time, this builds empathy, helps team members tune into each other’s moods, and encourages routine participation from everyone, not just the loudest voices in the room
2. Personal Histories Exercise
Each team member shares a few light, non-work-related facts like a childhood job, a favourite hobby, or a memorable trip.
This can seem trivial or ‘unproductive’, but simple activities like this humanises colleagues, it’s how we form relationships with the people we work with and build trust, it can also break down assumptions we might hold about the people we work with, because we’ve never asked. When people know a bit more about each other’s backgrounds, it’s easier to relate, empathise, and collaborate openly.
3. Stop / Start / Continue
Teams reflect on what behaviours to stop, start, or keep doing. This promotes constructive feedback and shared accountability. When done effectively, this not about complaining about workload or the things that need to be done, but seeking improvement for the team.
4. Sticky Note Worries (a.k.a. Anxiety Party)
Each team member writes down a concern, fear, or frustration anonymously on a sticky note (or virtual equivalent). The team then reads them aloud and discusses patterns or themes together.
This activity surfaces hidden stressors, builds empathy, and helps people realise they’re not alone. It normalises vulnerability and opens the door to better support and problem-solving. Doing this in an anonymous forum can give people the confidence to share and they might even see that other team members feel the same way too.
5. Spectrum Questions
Present a statement or trait like “I’m more of an introvert than an extrovert”and ask team members to position themselves along a virtual or physical line. This activity highlights the diversity of personalities, working styles, and opinions within the group, helping people see both differences and surprising similarities.
It creates space for respectful dialogue and reminds everyone that there’s no single “right” way to show up at work.
Find out more about ways of supporting workers with anxiety.
6. Just Like Me” Statements
A facilitator reads out a series of simple, relatable statements like “This person has felt nervous to speak up in a meeting” or “This person has made a mistake at work.” Team members silently raise their hands if the statement applies to them.
It’s a quiet but powerful way to show that many experiences are shared, even if rarely spoken about. This activity builds empathy, reduces shame, and helps create a sense of belonging and trust within the team.
Try These Psychological Safety Activities With Your Team
Psychological safety isn’t something that happens by accident, it’s built through consistent and intentional actions. These simple activities can go a long way in helping teams feel more connected, heard, and supported.
Whether you’re leading a team or part of one, making space for honest conversations, shared vulnerability, and mutual respect lays the groundwork for stronger collaboration and better outcomes. Start small, stay consistent, and watch trust grow.
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- EAP Counselling
- How To Respond To A Critical Incident
- Benefits of EAPs
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All counsellors must apply to the role and are interviewed before added to the platform, must meet the criteria as per the below.- We employee counsellors, mental health social workers, mental health nurses and psychotherapists.- Qualifications in Counselling, Psychotherapy or Social Work, minimum Bachelor or Masters qualification- Minimum 3 years direct practice experience post graduation- Registration with appropriate body – PACFA Clinical registration, ACA level 2 minimum, Accredited Mental health Social worker or Clinical Social worker- Broad experience providing individual coaching, counselling and support for personal and work-related issues- How far reaching is your EAP? We have counsellors located in every major city in Australia.
What is the difference between counsellors and psychologists? 1. Qualifications & Training - Counsellor: Typically holds a Diploma or Master’s degree in counselling, or psychotherapy. Their training is focused on practical techniques for supporting mental health and well-being.- Psychologist: Requires a Master’s or Doctorate degree in psychology and must be registered with a AHPRA Their training includes clinical assessments, diagnosis, and therapy.2. Scope of Practice- Counsellor: Provides talk therapy and guidance for life challenges like stress, anxiety, work issues, and relationships. They help clients develop coping strategies but do not diagnose mental disorders.- Psychologist: Can provide therapy like a counsellor but also conducts clinical assessments, diagnoses mental health disorders, and uses evidence-based treatments like CBT (Cognitive Behavioral Therapy).3. Who Should You See?- If someone needs support for personal or work-related challenges, a counsellor is often enough.- If someone is experiencing mental health concerns, like depression, PTSD, or needs a formal diagnosis, a psychologist is more appropriate.
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