Measure psychological safety across your whole organization.

No. PSindex® Organization is the survey and the reporting, sold on its own. Many organizations run it before any training to see where to start, and some run it without any training at all.

Everyone on every team you include. Each person rates their own team on twelve questions, 0 to 10, three per stage, and answers one open question per stage. The results become a page for every team and a view of the whole organization.

Any team with three or more responses gets a page, so PSindex® Organization works for one division as well as a whole enterprise. The organization-wide views and the industry benchmark get more useful the more of the organization you include.

A roster: names, work emails, who reports to whom, and anything you want to cut the results by, such as level, tenure, location, gender, age, or ethnicity. We build the survey from it, check that every team sits under the right manager, agree a launch date with you, and send the invitations and reminders.

Yes. Nobody ever sees an individual answer. A team or a demographic group needs at least three responses before its page exists, so nobody can be worked out by elimination. That floor is also what lets you cut the results by gender, age, or ethnicity without anyone being identifiable. Admins see the whole organization. A manager who is given access sees their own team’s page and nothing else.

Yes. PSindex® was built to the AERA, APA, and NCME Standards for Educational and Psychological Testing. In the validation sample of 3,047 responses, the twelve questions measured one underlying thing, a single factor explaining 66% of the variance, and measured it consistently, with a Cronbach’s alpha of .951 overall and .85 to .90 on each stage.

Once a year, or every other year, to track the culture. About 90 days after training or a program if you want to know whether it worked.

People answer from a link in an email, with no login or account. Managers and admins read the reports in the LeaderFactor platform. Single sign-on and API connections are set up through our integration service, LeaderFactor™ Connect.

LeaderFactor holds a SOC 2 Type 2 attestation. Data is encrypted at rest and in transit, an outside firm runs a penetration test every year, and your people’s answers are never used to train AI models. The reports and the full control list are at security.leaderfactor.com.

Yes. The survey runs in English, Spanish, Portuguese, French, Japanese, Chinese (simplified and traditional), Thai, Malay, Russian, and Kinyarwanda, and each person gets the email and the questions in the language set for them on the roster, so one survey can run in several languages at once. Other languages are arranged per engagement through LeaderFactor™ Translate.

A separate assessment for one manager. They rate how often they do the things that create psychological safety, their team rates them too, and they take The 4 Stages of Psychological Safety™ course with their own results as the frame, then build an action plan in the Behavior Change Center. It isn’t sold on its own, and PSindex® Organization never requires it.

It depends on how many people you survey. Reporting is included, and you don’t have to buy training.

An engagement survey usually carries one or two questions about speaking up and reports them for the whole organization. Gallup’s Q12 has one: “At work, my opinions seem to count.” PSindex® Organization asks twelve questions, three on each of the four stages of psychological safety, and reports every team of three or more on its own page, with an open answer per stage and a percentile against 1.3 million answers. You learn which teams are below zero, where more people are being punished for speaking up than rewarded, and on which stage. One question can’t tell you that.

Edmondson’s seven questions give a team one score, an average of how safe it feels, which can’t tell you what’s missing. PSindex® scores a team on four stages people reach in order, Inclusion, Learner, Contributor, and Challenger Safety, so you see where a team stalls and what to work on first. The scoring also keeps the people being punished in view. A score is the share of answers in the blue zone, 9 or 10, minus the share in the red zone, 6 or below, so a team split between people who feel safe and people who don’t reads as a zero, where an average would call it moderate. An open answer on every stage puts the reasons beside the number. Because the stages are the same four the training and the debrief use, a team’s lowest stage is the thing you teach next. One diagnostics client moved every stage with the survey and stage-matched resources, and no workshops.

Most of them are Edmondson’s seven questions on a survey tool, and they give one team one score. They don’t come with a page for every team in the organization, roll-ups by division, cuts by level, tenure, or site, a benchmark to read the score against, or evidence that the questions measure what they claim to. PSindex® Organization has all of those, and the reporting is included.

No. PSindex® is a registered instrument, and its questions aren’t licensed for use inside another survey. It runs on the LeaderFactor platform, and the reporting comes with it.