The Psychological Impact of Near Misses (Precursor Incidents)

In industries where safety is paramount—such as construction, oil & gas, and manufacturing—near misses precursor incidents are often treated as fortunate, yet unremarkable events. The assumption is that since no physical harm occurred, the experience doesn’t warrant further consideration. However, this viewpoint overlooks a crucial aspect of worker wellbeing: the profound psychological impact that near misses can have. By understanding the neurological and emotional responses to precursor incidents, organizations can implement targeted strategies to address the hidden toll these events take on workers’ mental health.

1. The Brain Doesn’t Differentiate Between “Almost” and “Actual”

From a neurobiological perspective, the brain’s response to a near miss is strikingly similar to its response to an actual, life-threatening event. The amygdala—the brain’s primary threat detection center—responds to a perceived danger by activating the sympathetic nervous system, preparing the body to fight, flee, or freeze.

In the case of a precursor incident, the physiological response can be equally intense as it would be in a real accident. This triggers a cascade of effects: the heart rate accelerates, cortisol floods the bloodstream, and workers may experience feelings of anxiety, unease, or disorientation. These heightened stress responses often linger for hours or days after the event.

What’s more, if these emotional and physiological reactions are not processed, they can become unresolved trauma, even though no physical harm occurred. Left unchecked, this can lead to chronic stress, burnout, or more severe psychological conditions.

Therefore, it is essential for organizations to recognize that the body’s stress response is not always tied to physical injury. Leaders should be trained to understand that employees may experience intense emotional reactions after a precursor incident, even when the physical threat was avoided. Acknowledging this as a legitimate emotional response is the first step in creating a supportive work environment.

2. Near Misses Can Lead to Acute Stress or PTSD-like Symptoms

Research in trauma psychology underscores a critical point: traumatic events do not require actual harm to be perceived as trauma. The “perceived threat to life or safety”—even in the absence of physical injury—can trigger acute stress responses and, over time, result in conditions akin to PTSD.

For workers involved in a near miss, the aftermath may include:

• Intrusive thoughts or persistent “what if” scenarios, replaying the incident in their minds.
• Avoidance of tasks, equipment, or locations associated with the near miss, potentially leading to diminished productivity.
• Heightened startle responses and emotional numbing, as workers struggle to regain their equilibrium.
• In extreme cases, these stress responses can escalate into Acute Stress Disorder (ASD) or evolve into Post-Traumatic Stress Disorder (PTSD).

Organizations must recognize the potential for these symptoms and offer proactive support. Regular mental health check-ins and creating an open dialogue around stress and trauma can help mitigate the escalation from acute stress to more severe mental health issues. Leaders should be trained to identify signs of PTSD-like symptoms and ensure that employees are not left to navigate these challenges alone.

3. Psychological Fallout Includes Guilt, Shame, and Hyper-Responsibility

Another common psychological response to precursor incidents is the feeling of guilt or shame. Even if the worker was not at fault, they may internalize the incident, believing they should have prevented it.

Thoughts like “I should have caught that mistake” or “I was careless” can lead to a toxic cycle of self-blame and rumination. This not only increases emotional exhaustion but can also lead to disengagement and lower morale.

Moreover, this sense of hyper-responsibility can distort a worker’s perception of their role, leading them to feel personally accountable for any accidents or precursors, even when systemic or procedural flaws are the root cause. This phenomenon contributes to emotional burnout and, over time, disengagement from their responsibilities.

Cultivating a culture of psychological safety is key in preventing these negative emotional responses. Leaders should openly acknowledge that near misses are a shared responsibility, not an individual failure. Acknowledging that no one is infallible fosters an environment of trust, where employees feel supported rather than blamed. Additionally, leaders should encourage workers to reflect on the incident in a way that separates personal guilt from the organizational or procedural factors at play.

4. Attachment to Coworkers Magnifies the Emotional Weight

In high-risk industries, crews often develop close-knit relationships, functioning more like families than teams. This creates a unique emotional dynamic in which a precursor incident involving a coworker is not just an individual event, but a collective one.

When workers experience a near miss where a colleague could have been harmed, they often feel a profound sense of vicarious trauma. The thought, “It could’ve been them,” sticks and magnifies the emotional weight of the incident.

This sense of shared trauma can lead to heightened group hypervigilance—where the entire team becomes overly focused on safety protocols to the point of anxiety. It can also lead to tension and mistrust among colleagues, especially if blame or unspoken resentments arise from the incident. In some cases, relationships can become fractured, affecting overall team cohesion and performance.

To address this, organizations should emphasize collective responsibility for safety while recognizing the emotional bonds within teams. Peer support programs can help workers process these shared emotions together, reducing the psychological divide between workers. Facilitating open discussions in the aftermath of a precursor incident—where employees can talk about their feelings—will strengthen team dynamics and mitigate the risk of mistrust.

5. Lack of Psychological Debriefing = Missed Opportunity for Integration

Debriefing after a precursor incident typically focuses on identifying procedural flaws or technical causes. While this is critical, emotional processing is just as important.

If workers are not provided the space to process their emotional responses, the unresolved stress can accumulate, leading to burnout or more severe psychological consequences later on. When organizations fail to address the emotional impact of precursor incidents, they inadvertently contribute to moral injury, where employees feel their emotional responses are either invalidated or ignored.

Debriefing processes should be designed to include both technical and emotional aspects of the incident. Providing a space for workers to discuss not only what happened but how it made them feel is critical for emotional integration. This could involve facilitated debriefing sessions led by trained professionals who guide workers through processing the incident in a healthy and constructive way.

6. Psychological Support Strategies

🟡 Normalize Emotional Reactions

It’s vital to train leadership to normalize emotional reactions. Phrases like “It’s completely normal to feel shaken after something like this. Let’s talk through it” help employees feel validated and reduce the stigma around expressing vulnerability. Encouraging conversations about emotional reactions as part of safety culture is essential.

🟡 Use Psychological First Aid (PFA)

Psychological First Aid is an evidence-based approach to providing immediate support after traumatic events. It involves:

• Active listening, without pressuring individuals to talk.
• Normalizing stress responses, and reassuring employees that their feelings are valid.
• Connecting workers to social support and mental health resources.

🟡 Peer Support Programs

Trained peer supporters offer a crucial resource in helping employees process emotional reactions. Workers are often more comfortable opening up to colleagues who understand their work environment, reducing the stigma around mental health care. Peer support fosters a sense of camaraderie and trust within the team.

🟡 Promote Self-Regulation Tools

Breathing exercises, mindfulness techniques, and journaling can help workers self-regulate and calm their nervous systems after a precursor incident. These tools should be incorporated into training programs, and accessible resources should be made available during toolbox talks to provide immediate relief following stressful incidents.

7. Build a Trauma-Informed Safety Culture

The final and perhaps most critical step is building a trauma-informed safety culture. A trauma-informed approach acknowledges that trauma affects not just individuals but the entire organization.

Safety conversations should include not only questions like “What happened?” but also “How did that feel?” and “What lingering emotions are we experiencing?”

It’s time to rethink how we approach near misses in the workplace.

By making emotional processing a standard part of safety protocols and fostering a psychologically safe environment, near misses can become valuable learning opportunities rather than sources of long-term distress.

Want to dive deeper into the psychology of improvement?

At the Global TapRooT® Summit, Barb Carr will be leading an insightful track on the psychology behind safety and performance improvement. From September 29 to October 3, 2025, don’t miss this powerful opportunity to explore how mindset, emotion, and behavior shape workplace outcomes—and how you can drive meaningful change.