The Impact of Psychological Safety on Employee Performance and Engagement

High standards in a context where there is uncertainty or interdependence (or both) combined with a lack of psychological safety comprise a recipe for sub-optimal performance.

Amy C Edmondson, The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth.

Whenever children go to visit a new place. We can see them being very quiet for some time. They will quietly analyze the situation. They will move freely in a place only when they trust the environment. They will be joyful and explore the place only when they feel safe. Similarly, when we expect to see the full potential of an employee we should give them the assurance that they are safe to explore or to be creative. Only when an employee feels the freedom to express themselves in a company. They will bring their new, innovative unique ideas for the growth of the company. When a person feels the psychological safety they will bring their creativity to their work. More than a person's work and knowledge this creativity will add more meaning to the work they do. By doing so they will add more value to the company.