Feedback Without Psychological Safety Isn’t Leadership—It’s Risk

Every feedback conversation is an opportunity to build psychological safety within your team.

With the Workplace Health and Safety regulations in Victoria coming into play on December 1st, psychologically safe feedback conversations are legally required.

Poorly offered feedback could be considered a psychosocial hazard. And as a leader, you are responsible for managing psychological hazards in your workplace.

This isn’t about avoiding tough conversations. It’s about how you set them up for success.

When feedback is rushed or unclear, it can be perceived as a threat. People feel nervous and shut down. Trust decreases.
 

When Feedback is offered with empathy, clarity, and structure, it unlocks growth.

This is the power of Feedback Fitness:

Start with a warm-up—set shared expectations.
Focus on usefulness, not blame.
Finish with a cool-down—restore trust and close the loop.

📌 Leadership Tip: Before you offer feedback, ask:

“Will this conversation reduce stress—or is there a risk it could create it?”

The future of feedback is psychologically safe, clear, and human. You can build a culture in your team where people feel safe to grow.

Reflect:
Are your feedback conversations building safety—or creating silent risk?

Sing out if I can help.

If you’re ready to step into the next, more courageous version of your leadership, let’s set up a time to talk.

📧 sue@sue-anderson.com.au
📞 0417 052 739

Let’s reshape the feedback culture in your team—starting with your next one-on-one.