How safety at work doesn't mean security for life

A myth-busting series on psychological safety #3/6

Let’s face it: no one likes to feel insecure at work. And when people hear the word safety, they often think of protection, permanence, or job stability. But that’s not what psychological safety means.

What is psychological safety? 

Psychological safety is the shared belief that a team is safe for interpersonal risk-taking. It means people feel free to speak up, ask questions, admit mistakes, challenge decisions, or share concerns. Without fear of embarrassment, rejection, or punishment. It doesn’t mean that your job is guaranteed. It means that your voice is respected, even in tough conversations.

Myth #3: psychological safety guarantees job security 

This myth comes up often in moments of change. Layoffs, restructuring, or feedback conversations tend to surface the fear that speaking up or underperforming will cost you your role.

But psychological safety is not about job protection. It’s about dignity and voice.

What real safety looks like

In psychologically safe teams:

• You can share unpopular views without being punished.

• You can receive feedback without being shamed.

• You can make mistakes without fear of humiliation.

But that doesn’t mean there are no consequences. In fact, real psychological safety coexists with accountability.

“It’s not about job security. It’s about voice security.” – Tjessica Stegenga

My personal view is that we can’t expect job safety in today’s society. Not because people are less valuable, but because the world is less predictable. Industries shift, business models evolve, and technology disrupts roles faster than ever before. Lifetime employment, once a common promise, has become the exception. Flexibility, adaptability, and continuous learning have replaced stability as the new career currency. 

This doesn’t mean leaders can’t offer support and clarity, but it does mean we must stop equating psychological safety with permanent employment. Instead of trying to guarantee jobs, we need to build workplaces where people feel secure enough to grow, speak up, and navigate change with dignity.

The research: silence can be deadly 

The 1986 Challenger disaster tragically illustrates the absence of psychological safety. Engineers had concerns about launch conditions, but didn’t feel safe enough to insist on delaying it. They weren’t fired. They were just unheard. And the consequences were catastrophic.

Real-world insight: Adobe’s Check-in culture 

Adobe replaced formal performance reviews with regular Check-ins—frequent conversations between managers and employees focused on goals, growth, and feedback. The result?

• More honest dialogue

• Fewer surprises

• Better relationships

Employees still get held accountable. But they also feel seen, heard, and respected along the way.

Top tips for leaders to protect voice, not jobs:

• Be clear about what psychological safety means and what it doesn’t.

• Talk openly about mistakes and what was learned without sugarcoating.

• Make feedback mutual. Let team members give upward feedback too.

• Separate the person from the performance.

• Never let silence replace accountability. Lean into the hard conversations.

For non-native English speakers: job safety vs voice safety

Job security means your job is guaranteed or protected. Psychological safety means you can speak up without fear of personal attack. You can still be challenged, held accountable, or even let go, with respect.

Bottom line: Psychological safety means people feel safe to show up fully. Not that they’re shielded from reality. It’s not about keeping people in their jobs. It’s about keeping trust in the room.

Next up in the series: Myth #4 “Psychological safety lowers performance.” Hint: it actually makes teams stronger.

If you want to build a culture where people dare to speak up and leaders know how to respond, I’d love to support you. Reach out for a no-obligation coaching consultation.

Warm regards, 

Tjessica Stegenga 

Leadership & Team Coach