In today’s fast-paced business world, the pressure to do more with less is intense. Companies are increasingly using AI and automation to get more done, but this push for efficiency comes at a cost.
According to a survey by PwC, 72% of workers are worried that AI might take over their jobs, which adds to workplace stress. The World Economic Forum even predicts that by 2025, 85 million jobs may be displaced by a shift in the division of labour between humans and machines.
As businesses focus on cutting costs and boosting productivity, employees are feeling more stressed and uncertain about their future.
These aren’t just numbers — they reflect a bigger problem. When companies overlook the importance of psychological safety, the consequences can be serious. In fact, a Harvard Business Review report shows that 30% of employees actively looking for a new job cited lack of psychological safety as a primary reason.
Without this safety, innovation suffers — companies with high psychological safety are 2.7 times more likely to be top innovators in their industry, according to research by Google. When employees don’t feel secure, they’re more likely to leave, creativity dries up, and the company misses out on fresh ideas — just when they’re needed the most.
Why Psychological Safety Matters Now
Your team knows they need to step up, learn new skills and deliver great results. But behind their hard work, there’s often a cloud of fear — fear of losing their jobs, fear of not meeting expectations, and fear that their voices don’t matter. Psychological safety is about clearing that cloud.
It’s about creating a workplace where everyone feels safe enough to fully contribute, take risks and come up with new ideas. In a time when every bit of performance counts, psychological safety isn’t just a nice-to-have — it’s a must-have.
The Workplace Pressure Cooker
Economic pressures are forcing companies to do more with less. While this focus on efficiency might bring short-term gains, it can also create a high-pressure environment that stifles creativity and pushes top performers out the door. If your employees are more worried about their job security than about innovating or improving processes, your organisation is already on shaky ground.
Leaders and HR: It’s Time to Step Up
Leaders and HR professionals have a crucial role to play. It’s not enough to simply manage performance; you need to create an environment where people feel valued, understood and motivated to do their best work. This means shifting from a top-down leadership style to one that’s more collaborative and supportive.
By focusing on psychological safety, you’re not just protecting your team’s well-being — you’re setting the stage for higher performance and long-term success.
The Power of an Outward Mindset and Servant Leadership
At BTS Thailand (formerly known as SEAC), we champion the transformative power of the Outward Mindset and Servant Leadership. The Outward Mindset encourages leaders to see the world from their employees’ perspectives, understand their needs and align their goals with those of the team.
Servant Leadership takes this concept further by reversing the traditional leadership model — leaders serve their teams, empower them and remove obstacles to their success.
When leaders adopt these approaches, remarkable things happen. People feel safe to be themselves, share ideas, and take risks — all of which lead to better outcomes. A team that feels psychologically safe is engaged, creative, and ready to tackle any challenge. In today’s world, that’s exactly what every organisation needs.
(We’re hosting a webinar to dive deeper into psychological safety and how you can cultivate it in your organisation. If you’re interested in building a workplace where everyone feels safe and driven to succeed, please visit this page to register)
Dr Thidarat Ariyaprasert is the Commercial Director at BTS Thailand, part of the BTS Group, a leading global strategy implementation firm. Executives and organisations looking to collaborate or learn more about leadership development, talent and succession planning, and organisational transformation can contact her directly at thidarat_a@seasiacenter.com or connect with her on LinkedIn