Research
Psychological safety in Estonian working life
A diagnostic look at the knowing-doing gap in Estonian workplace culture, based on 308 responses from employees and people leaders.
Report is in Estonian
About the study
Built for practical organizational discussion
The questionnaire was grounded in Amy Edmondson's psychological safety framework and adapted to the Estonian work context. It explored conceptual awareness, workplace perceptions and lived experience.
The report is intended to support leadership discussions, management decisions and organizational development. Findings should be interpreted within the context of voluntary survey participation.
Key findings
Four findings worth discussing in your next leadership meeting
01 · Conditional safety
19%fully agree that psychological safety is consistently present in their workplace.
02 · Barriers to candor
11%fully agree that honest feedback is valued. Only 17% feel safe expressing dissenting opinions.
03 · Sectoral disparity
Private sector ahead on every measure.
The private sector consistently outperforms the public sector across every measured behaviour.
04 · Perception gap
Managers see a safer workplace than their teams do.
Managers perceive a more inclusive and safer environment than the employees they lead.
Want to understand psychological safety in your organization
We can help turn the report's findings into a clearer conversation about trust, alignment, development, and results inside your teams.