Creating Safer, Stronger Teams: What an important Google led study taught us about Psychological Safety

As a trauma-informed therapist and supervisor, I often witness how profoundly our environments affect us, whether in therapy rooms, family dynamics, or workplaces. For many of us, the workplace is where we spend a significant portion of our lives. It’s where we bring our skills, our hopes, and, sometimes, our vulnerabilities.

That’s why I find the findings of Project Aristotle so compelling. Google’s comprehensive study into what makes teams succeed revealed something profoundly human: the key to high-performing teams isn’t about having the smartest people or the biggest budgets. The number one factor in creating a successful team is psychological safety.

Psychological safety is the foundation for a workplace where individuals feel safe to take risks, ask questions, share ideas, and be themselves. It’s about creating a culture where people feel valued and supported—not just for what they produce but for who they are.

The Cost of Feeling Unsafe at Work

As someone who works with trauma, I know what happens when psychological safety is missing. The effects aren’t just emotional; they’re systemic:

• Chronic stress: People show up to work on high alert, masking their fears and doubts, which eventually takes a toll on their mental and physical health.

• Burnout: The pressure to perform without feeling supported can push individuals beyond their limits.

• Reduced creativity: When fear of judgement outweighs curiousity, innovative ideas are left unspoken.

• Increased sick leave: Stress, anxiety, and exhaustion often lead to more time away from work.

  
  

Workplaces can unintentionally replicate dynamics of fear, criticism, or control that employees may have encountered in past experiences. These environments not only harm individuals but also impact the team’s productivity, trust, and long-term success.

Why Psychological Safety Matters

Google’s Project Aristotle showed us that high-performing teams consistently share these characteristics:

1. They feel safe to speak up: Team members know they won’t be judged or punished for mistakes.

2. They trust each other: There’s mutual respect for each person’s contributions and perspectives.

3. They take risks together: Creativity flourishes when people aren’t afraid to fail.

These are the same principles I see in healing relationships, whether in therapy or in teams. People thrive when they feel seen, heard, and valued.

How Trauma-Informed Approaches Can Transform Teams

Creating psychologically safe teams takes much more than policies or one-off, tick box mental health events - it requires a cultural shift. These four, trauma-informed principles can guide this transformation by focusing on:

1. Recognising Stress and Trauma Leaders and teams learn to notice when stress or unresolved experiences are showing up in the workplace. This awareness can reduce misunderstandings and build compassion.

2. Building Trust Through Vulnerability Trust grows when leaders model openness, admit mistakes, and demonstrate empathy. Vulnerability creates connection, and connection helps to develop a sense of safety.

3. Encouraging Authentic Communication Psychological safety invites honest conversations. Teams thrive when feedback is constructive, boundaries are respected, and different perspectives are celebrated.

4. Supporting Well-Being Through training and support, team members can develop tools to manage stress, improve self-awareness, and build resilience. This creates healthier individuals and stronger teams.

The ROI of Prioritising Mental Health

Investing in a culture of psychological safety offers significant benefits for organisations. Research demonstrates that prioritising mental health and safety leads to:

• Reduced absenteeism and turnover: Employees feel supported and secure, resulting in lower rates of burnout and workplace departures.

• Greater engagement and retention: A psychologically safe environment increases trust and loyalty, enhancing team cohesion and satisfaction.

• Increased innovation and productivity: When employees feel safe to share ideas and take risks, creativity and collaboration thrive, driving overall performance.

In my work, I’ve seen how small changes can lead to big transformations. Teams that feel safe take more risks, share bolder ideas, and collaborate more effectively.