As hybrid work environments become the norm for many organizations, leaders face the challenge of keeping employees engaged and connected despite physical distance. One of the most crucial elements in making hybrid teams thrive is ensuring that employees feel psychologically safe—whether they’re working remotely, in-person, or in a combination of both.

What Is Psychological Safety?

Psychological safety, first coined by behavioral scientist Dr. Amy Edmondson, refers to a team’s shared belief that it is safe to take interpersonal risks. In a psychologically safe environment, team members feel comfortable speaking up, sharing ideas, and offering feedback without fear of judgment or repercussions. Research from organizations like Gartner, Gallup, and Harvard Business Review shows that teams with high psychological safety are more innovative and contribute more effectively to organizational success.

In a hybrid setting, where team members may be working from various locations, creating psychological safety becomes even more critical. Leaders must be intentional in fostering an environment where every team member feels secure enough to voice their opinions and contribute to discussions. Without psychological safety, team members may hold back valuable insights, stifling creativity and innovation.

The Importance of Psychological Safety in Hybrid Teams

Psychological safety is a key driver of performance, especially for hybrid teams. According to Accenture research, employees who feel psychologically safe are five times more likely to experience increased job performance. In a hybrid work environment, this sense of safety ensures that all employees, whether remote or in-person, feel empowered to participate and contribute their unique perspectives.

Leaders play a pivotal role in establishing psychological safety by being intentional in how they engage with their teams. Creating a space where all voices are heard and valued fosters trust, encourages open communication, and boosts overall team performance.

How Leaders Can Build Psychological Safety in Hybrid Teams

To build psychological safety in hybrid teams, leaders must be proactive and deliberate in their actions. Here are some practical strategies for leaders to incorporate into their leadership training and team development initiatives:

1. Share Meeting Agendas in Advance
Sending out the meeting agenda ahead of time gives employees the opportunity to prepare, allowing them to feel more confident and engaged during discussions. It also signals that their input is valued and that they should be ready to contribute.

2. Encourage Equal Participation
Actively involve everyone by including questions on the agenda and ensuring that all team members have the chance to speak. Leaders should ask individual team members for their thoughts, ensuring no one is left out of the conversation.

3. Foster Personal Connections
Begin each meeting with a few minutes to check in and engage with your team members on a personal level. Encouraging remote participants to turn on their video helps build camaraderie and strengthens connections within the team, even from a distance.

4. Focus on Listening
Leaders should listen more than they speak. Asking clarifying questions, such as “What do you think of this idea?” or “How can we implement this effectively?” encourages dialogue and collaboration. This invites others to share their thoughts and ideas, promoting a culture of mutual respect and open communication.

5. Create an Open Feedback Loop
Encourage team members to ask questions, ensuring that no question is viewed as “unintelligent.” Regularly seek feedback from the team and demonstrate a willingness to act on it. Providing feedback in a constructive, authentic manner also shows that leadership is committed to improvement and values employees’ contributions.

6. Provide Constructive Feedback
Offer feedback that is specific, actionable, and supportive. Be sure to also ask for feedback from your team on how meetings, processes, or team dynamics can improve. A feedback-rich environment helps cultivate trust and transparency.

By incorporating these strategies into daily team interactions, leaders can foster an environment where employees feel psychologically safe, heard, and valued. As a result, employees will feel more confident in sharing their ideas, which leads to increased creativity, innovation, and overall team success.

The Bottom Line

When employees feel psychologically safe, they’re more likely to contribute their best ideas, take risks, and collaborate effectively. For hybrid teams, where employees may be spread across various locations, it’s crucial that leaders intentionally cultivate an atmosphere of trust and open communication. By doing so, they can unlock the full potential of their teams, driving creativity, innovation, and improved performance.

Creating psychological safety in hybrid teams may take effort, but the payoff is invaluable. A psychologically safe team is not only more engaged, but it’s also more innovative, more productive, and ultimately, more successful.