4 steps to build a fear-free workplace

Building a fear-free workplace is a strategic imperative. Cultures built on trust and transparency don’t just retain people; they elevate performance, writes Jane Phipps.

Despite all our progress in leadership theory, fear still quietly governs many workplaces, driving disengagement, absenteeism, and turnover. It hides behind performance metrics and feedback processes, behind words like “resilience” and “excellence.” Yet it lingers in the silence of teams who no longer speak up, in the emails rewritten 10 times before being sent, and in the steady rise of burnout.

Fear doesn’t always roar. Sometimes it whispers, silencing confidence, innovation, and trust.

After two decades leading organisations through transformation and reform, I’ve learnt that fear-based leadership is not only a moral failure but also a performance one. It suppresses curiosity, limits learning, and creates workplaces where people are more focused on survival than success.

In The Heart-Centered Leader, I propose that psychological safety is the foundation of a high-performing culture.

When people feel safe to question, admit mistakes, and experiment, performance follows. Research backs this up: Google’s Project Aristotle found psychological safety to be the single strongest predictor of team effectiveness.

However, fear won’t leave on its own; it must be named, understood, and replaced with trust and transparency.

Four steps

Cultures shaped by fear don’t transform overnight. Restoring safety requires leaders to name what’s happening, model different behaviour, and reward with honesty. These four steps provide a framework to begin that shift.

1. Name the fear

You can’t dismantle what you won’t acknowledge. Too often, leaders talk about engagement and culture without ever naming the underlying fear.

Yet when fear is present, people can’t be expected to call it out. Safety must come first. Leaders need to take the time to create enough space through genuine curiosity, consistency, and support for honesty to emerge. When people sense that their truth will be met with respect, not repercussion, they begin to speak.

Start by gently asking probing questions: What are people afraid of here? What would they say if they felt completely safe? Then listen without defensiveness or justification.

Naming fear doesn’t make a leader weak; it makes them transparent.

2. Model transparency and vulnerability

If fear thrives in secrecy and control, transparency and vulnerability are its antidotes. When leaders share the why behind decisions, admit mistakes, or ask for input, they send a clear message: It’s safe to be human here.

One executive I coached began holding weekly “open book” sessions. She shared financial results, project challenges, and lessons learnt. Within months, people stopped whispering about rumours and started collaborating around facts. Transparency turned anxiety into ownership.

Vulnerability humanises authority. It shows that strength and humility can coexist.

3. Reward speaking up – especially when it’s uncomfortable

Many organisations claim to value feedback but subtly punish those who offer it, and sometimes even weaponise the information. A staff member who raises a risk is labelled “negative”. A team that challenges a decision is seen as “change resistant”. These quiet reinforcements teach people to stay silent.

Leaders can replace silence with trust by acknowledging those who speak up, celebrating questions, challenges, and honest mistakes. These are signs of a healthy culture.

When I first took over a team that had previously worked under a command-and-control leader, the fear was palpable. People sought permission for everything, terrified of getting it wrong.

Instead of pushing for performance, I focused on safety, celebrated small wins, listened closely and encouraged new ideas.

Over time, the same people who once stayed silent began offering solutions, questioning processes, and taking ownership. What changed wasn’t their capability; it was their confidence. When leaders reward contribution instead of compliance, fear loses its power.

4. Embed consistency and fairness

Fear thrives in unpredictability. When leaders change direction without explanation, or tolerate poor behaviour from top performers, people stop trusting the system. They begin second-guessing what to say or do to stay safe, measuring every word instead of sharing ideas freely.

Consistency builds safety. Fairness sustains it. That means applying standards evenly, explaining decisions clearly, and aligning actions with stated values.

Alignment between words, actions, and decisions is what builds trust. When people can count on that consistency, they stop protecting themselves and start performing at their best.

Replacing Fear

A fear-free workplace isn’t about comfort; it’s about clarity. It’s where accountability and compassion coexist, and where people can challenge ideas without fearing retaliation.

Fear thrives in control and concealment but dissolves through transparency.

• It breeds self-protection yet eases when leaders act with trust and respect.
• It suppresses authentic voices until genuineness is invited back in.
• It shames imperfection, but vulnerability restores connection.

Building a fear-free workplace is a strategic imperative. Cultures built on trust and transparency don’t just retain people; they elevate performance.

This is more than a cultural aspiration; it’s a commercial strategy. Trust fuels innovation, transparency accelerates learning, and psychological safety sustains high performance. When fear is replaced with courage and connection, lasting cultural change becomes possible, and organisations become truly future-ready.

Jane Phipps is the author of The Heart-Centered Leader: Transformation and Healing from Narcissistic Abuse to Self-Empowerment.