Team survey · Report · Plan
Measuring psychological safety
A psychological safety survey that comes back with a plan, not a score. Shape it to your team, and the report tells you why people hold back, what’s already working, and what to try next.
Two ways in. The self-check is free, takes three minutes and stores nothing. The team survey asks everyone anonymously and gives the whole team one shared picture. Your first survey is free.
Why an average gets it wrong
Six people answered On this team I can raise problems and challenge ideas.
Four agreed. Two strongly disagreed.
The average is 3.2 out of 5. A team that looks fine.
Measure shows you the two, asks what holds them back, and suggests what to try next.
Average 3.2. The two at the bottom are the finding.
The least-safe experience can’t be averaged away. So every report shows the full spread and where people disagree, never an average as the headline. See a full sample report, or read why an average misleads.
A plan, not a score
The report ends with a short list of things to try, chosen for what your team actually reported and ranked by fit and effort. Everything else on this page is why that plan is better than a number.
We don’t tell every team to “have more open conversations”
People stay quiet for different reasons, and each needs a different response.
| What people say holds them back | What the plan suggests |
|---|---|
| “Nothing changes when I speak up” | Close the loop, visibly, including when the answer is no |
| “I can’t predict how they’ll react” | Make responses predictable |
| “It depends who’s in the room” | Work on who can say what, in whose presence |
The suggestions are chosen by fixed rules from the pattern in your team’s answers. Not a generic list of best practice, and not an AI’s impression.
Also in every report
- What’s already working, so you can do more of it. Most surveys only ask what’s broken.
- A survey shaped to your team: choose the statements that fit, and add your own.
- Anonymous by design: no report exists until enough people have answered, and nobody, including you, sees who said what.
- Measure as often as you like: you pay for teams, not surveys, and each new survey shows what has changed. How often to measure.
- Across your organisation: the Organisation plan pools what teams report without ever opening a team’s own report. See a sample.
When not to survey. Don’t survey a team of fewer than four: the report won’t open, because at those numbers anonymity becomes arithmetic. Don’t survey a short-lived project group; a conversation serves it better. And don’t expect a survey to fix a team in acute conflict. Measurement is a starting point for teams stable enough to act on what they learn.
Plans
Your first survey is free, and the whole report comes with it. The plans differ in how much you can measure, never in what you learn.
Free
£0
- One team, one full survey
- The whole report, including the plan
- Anonymous by design
- In English, Spanish, German, French and Korean, plus Easy Read, each person choosing
Team
£60a year
- One team, surveyed as often as you like
- Reports that show what changed
- A fresh plan for each wave
- Everything in Free
Practitioner / Consultant
£260a year
- Up to ten teams, each with its own history
- Export your teams’ results as data
- Enhanced support
- 10% off all Psych Safety training
Organisation
Contact usinvoiced annually
- Multiple organisers, with administrative oversight
- Further languages on request
- An organisational dashboard
- Enhanced support
Prices include VAT.
A survey is an intervention, not a gauge
Asking about psychological safety changes it. A survey surfaces issues, gives people words for them, and, done well, encourages the very behaviours it asks about. That’s also its limit: a number tells you where to look, not what is happening or what to do. So every low score comes with questions about why, and the output starts a conversation instead of becoming a number to monitor.
The calculus of voice, in four questions
Before speaking up, people weigh four things, mostly without noticing:
The voice and power questions read these directly. That’s why a single score is the wrong output: two teams with the same number can need opposite things, one because speaking up is costly, the other because nothing ever changes.
Why we don’t benchmark
Your results are never compared with other teams: no percentiles, no “teams like yours”, no league tables. Comparison turns a conversation into a target, and people start managing the number instead of the conditions. More on why.
Anonymity has to be architectural
Most tools promise anonymity. This one is built so the promise can’t be broken: no name, email, account or IP address; answers dated, never timed; nothing opens until the survey closes with at least four answers, and then it opens once, for everyone. Comments come back shuffled and detached from the answers.
And nobody can buy their way in. An organisation licence shows what teams report across the organisation, never a team’s own report, including to the people paying for it. How the data is handled.
Not knowing is an answer
When someone can’t say, that’s counted and shown, never quietly turned into a middle score. “I’m not sure how they’d react” is often the most important thing a team learns.
Validated research, or practical intervention? Two different jobs
If you need comparable, validated measurement, for research or across studies, use Amy Edmondson’s original seven-item scale unchanged. Validation is exactly what adapting a scale gives up. Use Measure when the job is helping one team: then what matters is whether the questions fit your context and start the right conversation. Seven of our questions are adapted from her 1999 scale, and the builder adds all seven in one click. See them beside the originals.
Read more
- Psychological safety survey questions: the full bank we use, grouped by theme, with what each one measures and why it's worded that way.
- For consultants and coaches: the Practitioner licence, for working with several client teams.
- The psychological safety survey report: what a team receives, with a full example you can read.
- How Measure works: the methodology, with references. Where the questions come from, how answers are read, and how the plan is chosen.
- Privacy & terms: what is stored, what never is, and how the anonymity holds up.
Who made this
Measure is made by Psych Safety, drawing on over ten years of practice with teams in technology, healthcare, aviation, heavy industry, financial services and more.
Tom Geraghty is co-founder of Psych Safety. He started out in ecology, where his first job title was “Experimentalist”, and has been running experiments of one kind or another ever since. He was a CIO and CTO before moving into organisational change, and founded Iterum Ltd, the company behind Psych Safety. He holds an MBA and a postgraduate diploma in Global Health and Humanitarianism, and is studying for a PhD. Tom’s full bio
Jade Garratt is co-founder of Psych Safety and leads the design of its courses, workshops and toolkits. She read Physics at Oxford and has spent 18 years across education, the charity sector and business. She holds a Master’s in Educational Leadership and is completing a PhD in Education at the University of Nottingham. Jade’s full bio
Ready to look?
Three minutes for yourself, or build an anonymous survey for your team.