Consider whether people can ask questions and discuss errors without interpersonal penalty.
Limited evidenceSupporting studies exist, but they are few and conditions matter.
Example
Editorial example: ask for help on unfinished team work without losing status.
Why it works
Edmondson examines shared beliefs about interpersonal risk and team learning at work, rather than individual comfort alone.
On the web
Provide help routes, conduct rules and escalation. Measure access to help and unresolved issues, not post volume alone.
When it backfires
Work-team associations do not prove effects in anonymous communities. Moderation and a safe exit remain necessary.
Sources
Studies psychological safety and learning behavior in 51 manufacturing teams.
Edmondson, A. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44, 350–383. Open source