The Truth About Speaking Up: Why Employees Hesitate and What Great Leaders Do Differently
Fear, pressure, and bad incentives keep employees silent—even when disaster looms. Learn why and how great leaders build a fearless speak-up culture.
A Culture of Silence Will Cost You: What Mid-Level Managers Need to Know About Creating a Speak-Up Culture
On October 29, 2018, a flight departing from Tangerang, Indonesia, crashed into the Java Sea just minutes after takeoff, killing all 189 people onboard. The plane was a new Boeing 737 Max. The investigation traced the cause back to a software malfunction that should have been caught during testing. Just five months later, as Boeing scrambled to reassure customers and regulators, an Ethiopian Airlines flight crashed due to the same software flaw, killing 157 more people.
It’s reasonable to ask: why weren’t Boeing’s engineers aware of the problem?
The truth is, they were. Investigations revealed that Boeing employees knew about the issue but stayed silent. The company’s culture discouraged speaking up. The cost? An estimated $80 billion in lost orders, fines, legal fees, and reputational damage.
This isn’t an isolated case.
- Volkswagen’s “Dieselgate” scandal—A culture of silence allowed widespread emissions fraud, costing the company $30 billion in fines and settlements.
- The Challenger Disaster—NASA and Morton Thiokol engineers knew about faulty O-rings but felt pressured to stay silent. Seven astronauts lost their lives.
- Wells Fargo’s fake accounts scandal—Employees knew millions of fraudulent accounts were being created but feared retaliation or job loss.
The lesson is clear: when employees don’t feel safe speaking up, companies pay the price.
If the benefits of a speak-up culture are so obvious, why doesn’t every organization have one?
The answer lies in human nature—and in the incentives that encourage silence.
Why Employees Stay Silent
Even in the best workplaces, employees hesitate to speak up. Here’s why:
- Fear of Retribution
While outright retaliation is rare in healthy organizations, the perception of retribution is enough to keep people quiet. Leaders must actively protect whistleblowers and reinforce that speaking up is valued, not punished.
- Avoiding Extra Work
If raising concerns leads to more responsibility, more meetings, or a longer to-do list, employees may decide it’s not worth the effort.
- Fitting In and Fear of Change
People want to belong. No one wants to be the troublemaker. If speaking up means challenging the group, many will stay silent—especially if they believe nothing will change anyway.
Why Mid-Level Managers Discourage It (Even Unintentionally)
Even well-meaning managers can stifle a speak-up culture. Some common reasons include:
- The Pressure to Move Fast
Many managers feel intense pressure to hit deadlines and deliver results. A speak-up culture, however, requires slowing down to listen, ask questions, and investigate concerns.
- Not Wanting to Be Challenged
For some leaders, pushback from employees feels like insubordination rather than engagement. But the best managers welcome challenge as a sign of a strong, proactive team.
- Looking Good Up the Chain
Some managers filter out bad news to avoid looking incompetent in front of senior leadership. But when employees see that only “good news” travels up, they stop reporting problems altogether.
How to Build a Speak-Up Culture
Creating a workplace where employees feel safe to voice concerns requires intentional effort. Here’s where to start:
- Build Trust
A speak-up culture thrives on trust. Employees need to feel:
- Respected
- Cared for
- Supported
- Connected
How? Active listening. When employees speak up, managers must listen without defensiveness and show appreciation for their input.
- Follow Up on Concerns
Nothing kills a speak-up culture faster than inaction. When an employee raises an issue, follow up. Even if a problem can’t be solved immediately, acknowledge the concern and share what steps are being taken.
- Prioritize Transparency
Share information openly—even when it’s uncomfortable. The more employees understand about why decisions are made, the more they trust leadership.
- Respond to Mistakes the Right Way
How a leader reacts to failure sets the tone. If mistakes lead to blame and punishment, employees will stay silent. If mistakes lead to learning and improvement, employees will speak up.
- Prevent Retaliation
Train managers to reward employees who raise concerns. Even subtle retaliation—like ignoring someone, cutting them out of meetings, or passing them up for opportunities—can destroy trust.
The Leadership Progress Cycle and a Speak-Up Culture
A speak-up culture isn’t a “nice-to-have”—it’s a strategic necessity. The most successful organizations embrace truth, encourage candor, and act on concerns before they become crises.
Mid-level managers play a pivotal role. They either build or break the foundation of psychological safety in their teams. By prioritizing trust, transparency, and responsiveness, they create an environment where employees feel safe to raise concerns—protecting both people and profits.
What steps will you take to build a speak-up culture in your organization?
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