If you want your employees to feel safe voicing their thoughts, it’s not enough to simply encourage them to speak up—you need to build a culture of transparency and trust. Here’s how.
 
Express intent. Clearly communicate your desire for honest feedback. Say, “I want to hear how things are really going, not just what you think I want to hear.” Back this up with actions and support to show you value your employees’ input.
 
Use standard questions. Asking “What do you think?” can feel like a trap. Instead, use more specific questions like, “What are the pros and cons?” or “What works and what doesn’t?” This helps employees prepare and feel safer sharing their thoughts.
 
Discuss communication preferences. To make it easier for employees to share their ideas, ask them, “What channels of communication work best for you? Do you prefer speaking or writing? Real-time or asynchronous conversations?” This ensures their comfort and encourages participation.
 
Lend social capital. Amplify underrepresented voices by giving them the floor and publicly endorsing their insights. This proactive support disrupts biases and gives a platform to diverse perspectives.
 
Attribute work accurately. Recognize individual contributions to motivate and show respect for your team. Proper credit fosters a culture of appreciation and transparency—and ultimately incentivizes people to speak their minds.
This tip is adapted from “How to Get Your Team to Actually Speak Up,” by Elaine Lin Hering