"I'm such a chill boss; but my team is still so reserved..I don't understand what more to do!"

My door is always open to my team and have regular calls with them; yet, HR received anonymous, negative feedback about me. I feel hurt and demotivated. What did I do wrong? And most importantly, why did my team not feel comfy enough reaching out to me directly?"

I've come across so many such instances where leaders express frustration at not being able to get their teams to open up, even though they themselves are known for being very receptive and friendly.

Being an effective leader goes beyond just being approachable; it's about creating a safe space where team members feel confident to voice their opinions. Many leaders think they’re open to feedback, yet their teams remain silent. This silence often points to a lack of psychological safety.Simply asking your team to speak up isn’t enough. Dig deeper to understand reasons behind their silence, which could stem from power dynamics, cultural norms, or past experiences of not being heard. Here are some practical strategies to foster a more open and communicative team culture:

1. Be Clear About Your Intentions:

Make it known that you value honest feedback. Say, “I want to know what’s truly going on, not just what you think I want to hear. Honest feedback helps us make better decisions.” Demonstrate through your actions that feedback is welcome and appreciated.

2. Ask Specific Questions:

Instead of the intimidating “What do you think?”, use targeted questions like, “What are the pros and cons of this idea?” or “How can we improve this process?” This approach encourages thoughtful responses and reduces fear of repercussions.

3. Clarify Communication Channels:

Define clear routes for feedback. Replace the generic “my door is always open” with specific options like follow-up emails or dedicated feedback sessions. Ask your team, “Do you prefer sharing your thoughts in writing or verbally? Is real-time feedback easier for you?”

4. Support Individual Voices:

Ensure everyone has a platform and publicly endorse their expertise and contributions, e.g. “I’ve asked Mira to lead this discussion because of her deep understanding of the data.” This boosts their confidence and signals that their input is valuable.

5. Give Credit Where It’s Due:

Recognize individual contributions openly. When someone offers a great idea or excels on a project, acknowledge it specifically: “Anish came up with this innovative solution.” Proper recognition motivates the individual and encourages others to share their ideas.

Creating a culture where everyone feels safe to speak up requires more than just asking for feedback. It involves actively addressing communication barriers and demonstrating that every voice matters. By implementing these strategies, you can ensure your team feels heard and valued.