Encourage Your Team to Speak Up
| It’s natural for people to avoid taking risks at work—especially in economically turbulent times like these. If you notice your team is reluctant to point out mistakes, ask questions, offer new ideas, or challenge plans, how can you intervene and make them feel psychologically safe to speak up? Express to your employees why each of their contributions are needed and how speaking up benefits each of them individually as well as the organization as a whole. Be specific; you might emphasize how attracting new customers is dependent upon each team member’s bold ideas and different perspectives, or how an honest, rigorous self-assessment will help the team build a better product. Then issue targeted invitations for input. Having an “open door policy” or being “available anytime” isn’t good enough. Give employees specific direction for how to effectively speak up—and about what. Ask them direct questions to get their perspectives. You might host town halls, create a dedicated Slack channel, or conduct anonymous surveys. Finally, minimize the risks and amplify the rewards of speaking up. Thank your people—publicly, privately, often, and sincerely—when they offer their input. |
| This tip is adapted from “Make It Safe for Employees to Speak Up—Especially in Risky Times,” by Constance Noonan Hadley et al. |
