We often hear that “feedback is a gift,” but in many organizations, it feels more like a loaded grenade. Employees may nod during open-door policies and town halls, but behind closed doors, silence reigns. Why? Because speaking up still comes at a cost.
Employees fear that honest feedback—especially if it’s critical—might be taken personally, misinterpreted, or worse, weaponized against them. They worry it could label them as “difficult,” “ungrateful,” or “not a team player.” So, they stay quiet. And this silence isn’t passive—it’s protective.
The result? A culture that looks fine on the surface but is quietly eroding from within. Innovation stalls, morale dips, and the best people leave—not because they weren’t heard, but because they never felt safe enough to speak.
The role of HR and leadership isn’t just to ask for feedback. It’s to protect those who give it. It’s to create systems where feedback doesn’t feel risky—where transparency, anonymity, and action go hand in hand.
Because when employees believe their voice has value and safety, that’s when real culture change begins.
We often hear that “feedback is a gift,” but in many organizations, it feels more like a loaded grenade. Employees may nod during open-door policies and town halls, but behind closed doors, silence reigns. Why? Because speaking up still comes at a cost.
Employees fear that honest feedback—especially if it’s critical—might be taken personally, misinterpreted, or worse, weaponized against them. They worry it could label them as “difficult,” “ungrateful,” or “not a team player.” So, they stay quiet. And this silence isn’t passive—it’s protective.
The result? A culture that looks fine on the surface but is quietly eroding from within. Innovation stalls, morale dips, and the best people leave—not because they weren’t heard, but because they never felt safe enough to speak.
The role of HR and leadership isn’t just to ask for feedback. It’s to protect those who give it. It’s to create systems where feedback doesn’t feel risky—where transparency, anonymity, and action go hand in hand.
Because when employees believe their voice has value and safety, that’s when real culture change begins.
