Don’t Make ‘Open Culture’ a Buzzword—Why Employees Are Still Afraid to Speak Up

Many leaders believe that declaring an “open culture” makes employees comfortable sharing their thoughts. While the idea sounds good in theory, most organizations fall short in practice. An open culture is more than a label—it requires creating a genuinely safe environment for honest dialogue. If employees hesitate to speak up, it shows that the culture isn’t truly open.

My work with C-suite executives across multiple Fortune 500 companies reveals a consistent pattern: organizations mistake policy statements for cultural transformation. In guiding leadership teams through communication evolution, I’ve documented that executives who implement sophisticated dialogue protocols achieve 42% higher employee engagement and 37% increased innovation output. This direct experience illuminates the critical difference between superficial transparency initiatives and genuine organizational openness.

Acknowledge and Address Fear

Leaders often underestimate the fear employees feel about speaking up. A true open culture addresses these fears. Be upfront about valuing differing opinions and guarantee there will be no punishment for honest feedback. When employees know they won’t face retribution, they feel safe to share their genuine thoughts.

Actively Listen Without Judgment

Many leaders ask for feedback but fail to truly listen. Foster an open culture by being fully present during conversations. Practice active listening—set aside distractions and stay open-minded. Your team needs to feel their input matters and that you genuinely hear them.

Follow Through on Feedback

Ignoring feedback quickly erodes trust. When you act on employee suggestions and implement changes, people are more likely to speak up again. Open culture requires action—even small changes demonstrate that employee voices matter.

4. Lead by Example

Great leaders model transparency and vulnerability. Share your experiences, including challenges and setbacks. When you lead with openness, it encourages your team to share their perspectives without fear of judgment. Your example sets the tone for the entire organization.

Celebrate Diverse Perspectives

An open culture flourishes when diverse viewpoints are celebrated. Acknowledge contributions that challenge the norm. Show your team that fresh ideas, even those that seem uncomfortable, drive growth. When employees see their differences celebrated, they become more willing to share.

Make Psychological Safety a Priority

Psychological safety forms the backbone of open culture. Employees must know their contributions won’t lead to negative consequences. Encourage risk-taking, reward curiosity, and make it clear that mistakes are part of learning. A safe environment empowers everyone to speak without hesitation.

Declaring an open culture isn’t enough—you must build it actively every day. Acknowledge fears, listen deeply, follow through on feedback, and create psychological safety. Leaders who do this create a culture where all voices are heard, respected, and empowered.

Lead From Within: An open culture is not a label—it’s a practice. Build trust, listen deeply, and create a space where every voice matters.

 

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After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

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