Team Assessment
Psychological Safety Assessment
Based on Amy Edmondson's Research
Do people on your team feel safe to speak up, take risks, and be themselves? This assessment measures the psychological safety of your team environment.
Think of Your Team
Before you begin, bring to mind your current work team. This could be your immediate team, project group, or the colleagues you work with most regularly.
Answer each question based on your honest perception of that team's environment.
Question 1 of 7
If you make a mistake on this team, it is often held against you.
Question 2 of 7
Members of this team are able to bring up problems and tough issues.
Question 3 of 7
People on this team sometimes reject others for being different.
Question 4 of 7
It is safe to take a risk on this team.
Question 5 of 7
It is difficult to ask other members of this team for help.
Question 6 of 7
No one on this team would deliberately act in a way that undermines my efforts.
Question 7 of 7
Working with members of this team, my unique skills and talents are valued and utilized.
Your Team's Psychological Safety
Based on your responses
What This Means
What You Can Do
The Research Behind This Assessment
Definition
"Team psychological safety is defined as a shared belief that the team is safe for interpersonal risk taking. It is a sense of confidence that the team will not embarrass, reject, or punish someone for speaking up."
— Edmondson, A. C. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44(2), 350-383.
Four Key Areas This Assessment Covers
Mistakes & Risk
Can people admit errors without fear of blame?
Open Communication
Can people raise problems and tough issues?
Inclusion & Belonging
Are different perspectives welcomed?
Trust & Support
Do team members support each other?
Meta-Analysis Findings
"By far, the most commonly used measure is a seven-item scale originally developed by Edmondson (1999). In general, that scale demonstrates good psychometric properties."
— Edmondson, A. C. & Lei, Z. (2014). Psychological Safety: The History, Renaissance, and Future of an Interpersonal Construct. Annual Review of Organizational Psychology and Organizational Behavior, 1, 23-43.
Research at a Glance
What Research Links to Psychological Safety
Based on Frazier et al. (2017) meta-analysis of 117 studies
How This Assessment Works
The Scale
This assessment uses the 7-item Team Psychological Safety scale developed by Amy Edmondson in her 1999 study. Each item uses a 5-point agreement scale from "Strongly Disagree" to "Strongly Agree".
Reverse Scoring
Three items are negatively worded (questions about mistakes being held against you, rejecting others, and difficulty asking for help). These are reverse-scored so that higher values always indicate greater safety.
Score Calculation
Your score is the average of all 7 items (after reverse scoring), resulting in a value between 1.0 and 5.0. This approach follows standard practice in psychological safety research.
Interpretation
Score bands (Low below 3.0, Moderate 3.0-3.9, High 4.0+) are based on practitioner guidelines and research norms. These provide context, though no official clinical cut-offs exist for this measure.
About This Assessment
This tool uses the Team Psychological Safety scale from Dr. Amy Edmondson's 1999 research. It is designed for personal reflection and team discussion, not clinical evaluation.
The questions in this assessment come from the Team Psychological Safety scale published in: Edmondson, A. C. (1999). "Psychological Safety and Learning Behavior in Work Teams." Administrative Science Quarterly, 44(2), 350-383. This scale has been validated across hundreds of studies and is the most widely used measure of team psychological safety.
This is an educational self-reflection tool. It is not a diagnostic instrument, not a substitute for organizational assessment by qualified professionals, and not affiliated with Amy Edmondson or the official "Fearless Organization Scan." Your score reflects your personal perception of your team's climate at this moment.
If your workplace feels unsafe due to harassment, discrimination, or other serious concerns, this tool is not a substitute for addressing those issues directly. Consider speaking with HR, a trusted manager, or an employment counselor. For comprehensive team assessments, organizational psychologists can provide structured interventions and benchmarking.