Psychological Safety

It is easy to measure psychological safety using any methodology

Psychological Safety Feature | Neelix Platform
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About the concept of Psychological Safety

Gallup 2017 - 2022

Only three in 10 employees strongly agree with the statement that their opinions count at work. Gallup calculated that by “moving the ratio to six in 10 employees, organizations could realize a: 

  • 27% reduction in staff turnover 
  • 40% reduction in safety incidents
  • 12% increase in productivity
  • Profitability can rise by 21%


Other research

  • The State of DevOps reports of 2019, 2020 & 2021 consistently showed psychological safety as an essential keystone to the high performance of an entire organisation.


There are several influential thought leaders in the field of psychological safety, each offering a unique, complementary perspective based on authoritative research and personal experience.

Our approach

We reduce overheads and resistance by empowering people to "push" their perspectives on psychological safety via two channels:

  • Live Pulse - ability to gain insights without any surveys
  • Snap Health Checks - ability to gain insights via periodic voting, it is a form of a low-touch survey with minimised bias


Options for people:

  • stay anonymous or to abstain from providing an opinion. Absence of data is a data point in itself is more powerful that than the poor quality data
  • real-time analytics
  • Ai assistant for interrogating data
  • Psychological Safety Benchmark Index | Neelix Employee Engagement Platform

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  • Psychological Safety Benchmarking | Neelix Employee Engagement Platform

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  • Psychological Safety Workplace Culture Insights | Neelix Employee Engagement Platform

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Benefits for people

  • Ability to stay anonymous or to abstain from providing an opinion
  • Ability to communicate feelings and information without the bias of pre-conditioned questions
  • Full control on the measure of the sentiment

Benefits for facilitators

  • Simply choose "themes" to measure as per methodology of your choice
  • Neelix snap health checks empower you to provide explanations about what themes mean, but there is no need to craft a survey
  • Out of the box tracking of changes over time, and insights into differences between teams
  • Deeper insights using max / min / median and other analytics
  • Safe use of Ai Assistant - our curated Ai provides useful summary and ensures that only data submitted by people is analysed

How it works

  • Configure "themes" as per psychological safety methodology of your choice
  • Mark applicable themes as "psychological safety" type
  • You are now ready to empower the stream of data via one of two options
  • Facilitate periodic Snap Health checks (a low-touch and easy 2 min vote)
  • Mentor teams on the use of Live Pulse integrated with your MS Teams or Slack daily space 
Psychological safety themes for organizations

Option 1 : Live Pulse Insights

  • Psychological safety analytics and insights | Neelix.IO Platform - Employee Engagement

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    Measureable and contextual insights into how people feel. Ability to filter by anonymous feedback to see where people don't feel safe.

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  • Psychological safety - normalised analytics and insights | Neelix.IO Platform - Employee Engagement

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    Normalised insights into how people feel.

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  • Psychological safety - artificial intelligence insights | Neelix.IO Platform - Employee Engagement

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    Artifical intelligence assistant for getting summary of opinions and suggested actions at scale.

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Voice of Employees

Option 2 : Snap Health Checks

  • Psychological safety periodic health checks | Neelix.IO Platform - Employee Engagement

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    Measureable and contextual periodic health checks. Adopt reach-based methodology of your preference. Adapt themes to your team.

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Periodic Health Checks

Psychological Safety Features

Deep and Flexible Psychological Safety Insights

There is a lot of great research into the nature, benefits, and building blocks of psychological safety—check out the research and methodologies of Dr. Brené Brown or Dr. Amy K. Edmondson.


With Neelix.IO you are in charge of creating a secure, contextual and measurable Live Pulse feedback system. You can adapt psychological safety measures to the context of your people; For example, people may find it easier to provide reflections on “collaboration” rather than a direct question about “willingness to help"

Psychological Safety Themes | Neelix.IO Employee Engagement Platform

Humour at Workplace

In order to assist with "the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes", Neelix has Giphy integrated as part of the reflection. 


People associate team journal entries with a measure of "impact" (positive or negative gradients) and context of themes.  Therefore, there may be no need to write extensive commentary (if any) because a picture can be worth a thousand words.


The necessary lubricant to for building a culture of smart transparency.

  • Psychological Safety and Humour

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  • Workplace Humour with Giphy | Neelix Platform

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Anonymous Feedback Options

In order to stay safe, a person can overwrite the nickname associated with the post with humour assisted tag - e.g. instead of post being visible as "created by Bob", it could be displayed as "created by a Well Wisher".

Psychological Safety and Anonymity

Common Challenges

“Effective communication is 20% what you know and 80% how you feel about what you know.“

– Jim Rohn


Vibrant organisations embrace diversity of opinions, background and promote the culture of being teachable. This applies to everyone - leaders and the grassroots.

  • Issues of safety in small teams

    "I am a specialist in accounts payable in a small team. Our company conducted a survey and asked us to share honest feedback. I cannot do that. In such a small team, I cannot provide contextual and actionable points."


    Root causes:

    • Fearing the manager of the team
    • Not wanting to put the team on the spot
    • Not wanting to be the one who calls out an issue, knowing others will try to please the boss

  • Issues of a strong headed leader

    "Everyone in our sales team is dissatisfied about the way we used to work, and unhappy about proposed changes. We do not feel that we are challenging our leaders safely - it has to do with the personalities of the managers as well as the cultural aspects of our location."


    Root causes:

    • Fearing the manager of the team
    • Not able to provide direct feedback due to cultural differences
    • Not knowing for sure how other teams feel about "my team" - e.g. unsure if others from outside see the same problems 

  • Issues of stale culture

    "I feel that team leads are forced / encouraged to 'manage up' by senior leadership. As a result, over-optimistic picture is formed across the organisation. I feel that individual feedback does not matter."


    Root causes:

    • One or few narcissistic personalities affect how senior leadership is perceived by the grassroots
    • Stale organizational culture

  • Issues of silent scepticism

    "Senior leaders and HR presented a change that they believe will significantly improve our experience or hit some OKRs. However, I believe that they are deceiving themselves. They do not know or ignore what is happening on the ground."


    Root causes:

    • Leaders, who truly understand the current issues, have missed the opportunity to sincerely acknowledge the existing feelings of the grassroots;
    • Leaders, who have middle management "managing up", are promoting a change that is missing key data points.

  • Issues of survey lag and bias

    • People cannot express how they feel in a timely manner
    • Pre-conditioned questions restrict the expression
    • There is no systemic transparency of how experiences change over time
    • Management do not have a timely way to measure a buy-into changes announced at Town Halls