How can you recognize a lack of Psychological Safety in your team? One of the signals is Constant Complaining. Here’s what that means.
They felt unseen
So they stopped showing up.
Once upon a time there was a group of people who were underappreciated. Everyday, they worked hard to teach the leaders of the future what they needed to know to make the world a better place. At a university, this group of teachers were tasked with organizing an event.
They were already drowning in extracurricular responsibilities.
No extra time. No recognition.
Just more expectations from management.
So they started complaining.
About the hours.
The unfairness.
The lack of appreciation.
The energy changed.
Meetings were skipped.
Tasks were dropped.
Excuses filled the air.
It seemed like the event would become something that just one or two of them would work on.
They all felt unheard and underappreciated.
And no one asked them what they actually needed.
Until I did.
I gave them a space to vent.
Then I asked a simple question: What do you want to do with this?
Something shifted.
They realized they had a choice.
They could wait for change, or they could be the change.
They chose ownership.
They made the event a success.
And in the next meeting with management?
They brought their own cake to celebrate.
The signal
Why is it essential to signal this early?
This is Constant Complaining.
It often hides a deeper truth: teams that feel powerless stop trying.
They spiral.
And the spiral can feel endless.
But the truth is, there is always a choice.
Once people see that their environment is shaped by what they allow, avoid, or accept,
they can start shaping it into something better.
Psychological Safety means making space for honesty.
Not just to vent, but to act.
What can you do?
If you recognize this… seek help.
Complaints are not the enemy. Stagnation is.
Empower your team by reminding them that they always have a choice.