How to Support Employee Voice at Work

“Why don’t you agree with me?” Ever been asked that in a meeting? It’s a trap. 👉🏼 Let's not silence voices with bad questions. I’ve seen brilliant minds shut down in rooms where they felt cornered. > A junior engineer who had the answer, but held it in. > A nurse who saw the risk, but said nothing. > A woman who knew the solution but had learned not to challenge. All because someone asked the wrong question. Let’s break that pattern, one better question at a time. Here’s how: 💬 Silencing Question: “Why don’t you agree with me?” ✅ Dialogue Question: “How do you see it differently?” It shifts from defensiveness to curiosity. From ego to exploration. 💬 Silencing Question: “What’s your problem with this?” ✅ Dialogue Question: “What concerns or hesitations do you have about this?” It replaces judgment with psychological safety. 💬 Silencing Question: “Do you agree with what was said?” ✅ Dialogue Question: “What’s your take? What would you add, challenge, or change?” It invites contribution, not compliance. 💬 Silencing Question: “Why are you so quiet?” ✅ Dialogue Question: “What’s on your mind that we haven’t heard yet?” It opens the door instead of putting someone on the spot. 💬 Silencing Question: “Is that really important right now?” ✅ Dialogue Question: “Tell me more about why this matters to you.” It validates values instead of dismissing them. 💬 Silencing Question: “Does this make sense?” ✅ Dialogue Question: “What questions does this bring up for you?” It assumes confusion is normal and welcome. 👉🏼 Leadership isn’t about having the answers. It’s about asking better questions: the kind that pulls people in, not shuts them down. When people feel safe to speak, innovation flows. Problems get solved. Teams thrive. So let’s help others stop shutting people down and start unlocking their voices. 👉 Follow me for more tips on how to empower voices at work. #leadershipdevelopment #employeelistening #communicationtips #speakupculture #psychologicalsafety #inclusiveleadership #employeevoice #teameffectiveness #leadershipskills #hrleaders #learninganddevelopment #ergleaders #corporateculture #peopleleaders #assertivecommunication

It’s fun when a post takes off, right?!?! Recently one of my posts gained more traction than usual and a friend said something that really stuck with me. “It feels good to be heard and taken seriously.” Yes! It feels great to be heard and taken seriously. It’s validating. It reminds us that what we share matters. This got me thinking though, not about LinkedIn engagement, but about our employees. Not everyone is comfortable speaking up, whether in a meeting or even in a one-on-one setting. The quietest person in the room often has some of the most valuable, innovative ideas, but no one benefits if those ideas are kept quiet. On the flip side, some employees do speak up only to feel dismissed or ignored. Overtime, that dismissal silences them, leading to disengagement, frustration and ultimately turnover. As leaders, we have a responsibility to do better. Making employees feel heard isn’t just “nice to have”; it’s a cornerstone of engagement, innovation, and trust. So, how do we create a culture where every voice matters? Here are a few simple ways to start: ✅ Model active listening - Put down your phone, stop multi-tasking, make eye contact, and show you’re fully present. A small act, but it makes a big impact. ✅ Ask open-ended questions - Encourage employees to share their thoughts by asking questions like, “What’s your perspective on this?” or “How would you approach it differently?” ✅ Acknowledge ideas, even the 'silly' ones - Every idea has potential. Sometimes a seemingly off-the-wall suggestion lightens the room and sparks the brainstorming that leads to brilliant solutions. ✅ Follow up: If someone shares an idea or concern, circle back to show them you took it seriously. Even if it’s not feasible, explain why. It will build trust and reinforce that their input matters. When employees feel heard and taken seriously, you create an environment where they feel safe to innovate, engage, and truly invest in the organization’s success. As for my LinkedIn post? It’s just another reminder of the power of being heard, regardless of the workplace or a social platform. When we listen and value each other’s voices, amazing things happen. How do you help your team members feel heard? I’d love to hear your thoughts. And if you’re reading this—thank you for hearing me. ❤️ #fractionalhr #leadership

Have you ever felt the need to bite your tongue at work, fearing that what you say could lead to punishment or humiliation? It’s a common scenario but one we need to change urgently for greater and healthier workplaces.  En español diríamos: te muerdes la lengua y te envenenas... de todo lo que tienes guardado y no has podido contar. #1:Understand What Psychological Safety Is Psychological safety, a concept introduced by Harvard Business School professor Amy Edmondson, is the belief that team members can take risks, express ideas and concerns, speak up with questions, and admit mistakes without fear of negative consequences. I became obsessed with it while working at Google and being a spokesperson about creating high performing teams. Remember, it’s not about being overly nice (I talked about toxic positivity last week) ; it’s about fostering authenticity and trust within the team. #2: Recognize Its Importance Psychological safety is crucial for sound decision-making, innovation, and operational efficiency. Why? Because when people feel safe, they engage more, share their creative ideas, and contribute to the team’s collective intelligence. Examples: - Imagine a team where members feel empowered to point out potential risks in a project. This openness can prevent costly errors and lead to better outcomes. - Think about a brainstorming session where no idea is too wild or far-fetched. This creates a breeding ground for groundbreaking innovations. #3: Implement Practical Steps to Foster Psychological Safety Creating a psychologically safe environment isn't a one-off task; it's an ongoing commitment. Some best practices I can recommend: - Encourage Open Communication: Make it clear that every voice matters. Regular feedback sessions and open-door policies can help. - Lead by Example: Show vulnerability as a leader. Admit your own mistakes and ask for feedback. It signals to your team that it’s okay to be human. This is the most difficult, I know. You might need your therapist to help you out. 😂 - Prioritize Employee Input: Actively seek and value your team’s input and suggestions. It demonstrates that their perspectives are essential for the company’s success. Now it’s your turn. Take these steps and start creating a safe space for your team to thrive. Let’s make it happen. What strategies have you used to foster psychological safety in your team? Share your experiences in the comments below! If you found this article helpful, don’t forget to like and share it with your network. #Leadership #TeamBuilding #PsychologicalSafety #WorkplaceCulture #Innovation