Plus-Hex CLINICAL
Introduction
In the veterinary industry, psychological safety refers to a variety of factors that contribute to individuals feeling safe within the work environment. The concept is based on a belief system in which vulnerabilities and curiosity are welcomed and not faced with negative reactions [ 1 ].
Psychological safety is shaped by multiple workplace factors, including the ability to:
• Express opinions and feel they are considered
• Ask questions without fear of harsh criticism
• Admit mistakes without blame
• Raise concerns.
These factors closely relate to effective communication and clear transfer of information. When combined with a shared understanding and a positive work culture, psychological safety helps veterinary professionals to deliver optimal care.
Learning outcomes
• Understand the concept of psychological safety in veterinary practice and the factors affecting it
• Understand the role of psychological safety in improving outcomes in future cases involving trauma and resuscitation following crash events
Psychological safety within veterinary practice
Within veterinary practice, an environment built on shared knowledge and psychological safety enables individuals, regardless of their status and role, to feel valued and supported, allowing them to provide opinions and contribute ideas without criticism [ 2 ]. Essentially, individuals are able to approach situations feeling safe, without the fear of criticism, while feeling supported to share their ideas or knowledge through open communication, which is encouraged within the team( Table 1). All of these components contribute to an emotionally safe veterinary working environment and are key to effective debriefing following traumatic events.
The role of leadership
Leadership styles and the ways in which a team leader approaches communication with colleagues significantly influence how confident individuals feel when sharing potential ideas for improvement or voicing concerns following incidents. Fostering an open communication style encourages discussions and can help build trust [ 1 ]. Demonstrating interest in developing ways to share knowledge through training and accessible platforms can make the whole team feel valued and create trust and mutual respect.
Transparent leadership encourages learning and trust by modelling traits such as humility, open-mindedness and a willingness to learn from others in the team [ 3 ]. Attitudes to error disclosure will improve if employees are supported and feel safe and valued when contributing, without fear of negative feedback or being reprimanded.
Leaders and management should be receptive to new ideas that are shared by team members and actively seek feedback to improve initiatives and decision-making. Leaders should not only acknowledge others ' potential, but should also be able to openly accept and discuss their own limitations as part of the learning process [ 4 ]. Ultimately, this approach will contribute to creating a psychologically safe environment in which fear-free, open-ended discussions can take place, with the aim of making improvements.
Table 1. Factors contributing to psychological safety and their effects in the veterinary environment [ 1 ].
Factor Open communication
Culture of error reporting and acceptance of errors
Feedback loop for all team members
Receptive leadership style
Consistent debriefing and regular discussion sessions
Concerns and suggestions addressed promptly
Effects on veterinary staff Staff feel safe to voice concerns without fear of being judged or criticised
Staff feel more able to report errors within a‘ no-blame’ culture, enabling them to learn and grow as a team and individually
Staff undergo more personal growth and development as a result of providing and listening to constructive feedback
Management staff model open communication and encourage discussions on improvement and logging errors
Staff feel heard and have opportunities to report concerns, improve their knowledge and address areas for improvement
Staff are able to learn from, and respond to, errors swiftly and adapt standard operating procedures accordingly
Volume 41( 5) • October 2026
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