In an HBR article posted on 10 June 2024, Elaine Lin Hering explores how a common leadership misconception is that simply encouraging team members to voice their opinions will create an open environment. However, people won’t speak up unless they feel safe doing so.
As a leader, it’s therefore crucial to address the underlying reasons for employee hesitance, including both individual and systemic barriers. Elaine's article outlines tactics managers can use to create a safer space for employees to share their thoughts.
Key insights include:
Telling isn’t enough – Simply encouraging employees to "speak up" doesn’t address the underlying reasons they may choose to stay silent. Leaders often overlook the systemic and individual factors that discourage openness.
Psychological safety – Creating an environment where employees feel safe to voice their opinions is crucial. A lack of psychological safety can lead to a culture of silence, even if the leader believes they are approachable.
Subconscious calculation – Employees weigh the benefits and risks of speaking up, often finding it safer to remain silent if the perceived costs are too high.
Diverse communication needs – Employees have different preferences for communication. Understanding and accommodating these can help create a more open dialogue.
Support for minority voices – Individuals in minority groups may face additional barriers to speaking up. Leaders need to actively support and amplify these voices.
Accurate attribution – Recognising individual contributions is essential. Failing to do so can discourage employees from sharing ideas in the future.
Top tips for action include:
Express clear intent – Regularly articulate your desire to hear honest feedback, and be prepared to receive it without defensiveness.
Use standard questions – Avoid ambiguous prompts like “what do you think?” Instead, use consistent, specific questions to invite diverse perspectives and set expectations for open discussion.
Clarify communication channels – Be specific about how and where employees can share their thoughts. Ask them about their preferred communication methods to ensure everyone feels comfortable contributing.
Lend social capital – Proactively support and endorse the voices of minority employees to ensure their insights are heard and valued by the team.
Attribute work accurately – Always give credit where it’s due, especially in public settings, to maintain trust and encourage further contributions.
Actively remove barriers – Take tangible steps to reduce the risks associated with speaking up, helping to foster a culture where all voices are heard and respected.
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