Psychological safety is the first step. Most companies forget the second

"Psychological safety tells you that people feel comfortable raising questions or concerns and that they believe they won't be overtly sanctioned for doing so. But that's not the same as saying they won't be socially penalized, subtly marginalized, discouraged, or suffer career setbacks after they speak."

"In real workplaces, danger rarely comes as formal punishment. The more common backlash is informal and cultural. A peer quietly stops inviting someone to meetings. A manager stops giving stretch assignments to someone who asked a tough question."

"It's what happens when organizations treat psychological safety as a momentary good feeling rather than a protective system. Leaders today are forgetting about the finish line."

Psychological safety is frequently misrepresented in corporate environments, often reduced to a buzzword without addressing the consequences of speaking up. While it indicates comfort in raising concerns, it does not guarantee protection from social penalties or career setbacks. Informal backlash, such as exclusion from meetings or reduced project assignments, is common and detrimental. Leaders must recognize that psychological safety requires more than just creating a comfortable atmosphere; it necessitates a protective system that addresses the real risks associated with voicing dissenting opinions.

Read at Fast Company