In this episode, we’re digging into the real cost of silence in the workplace (and what it takes to build a culture where people feel safe, heard, and empowered). You’ll soon see that when employees feel like they can’t be their authentic selves at work, the impact goes far beyond quiet meetings and silent Slack threads.
Joining Beth to explore this critical issue is Mindy Murphy, Culture Coach here at Up Your Culture.
Mindy makes a ton of great points, like:
- How, when employees aren’t comfortable speaking up, leaders can have a false sense of harmony while resentment builds over time
- Why the most respected leaders aren’t those who claim to know it all, but those who are open enough to keep asking better questions.
- And, finally, why creating a space for candor requires courage
Silence Can Be Costly
The episode opens with a sobering stat from the ENGAGE 2025: The Company Culture Report: Half of employees don’t feel they can be their authentic selves at work. According to Mindy, this lack of psychological safety leads to deeper issues, including:
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Fear of failure and the need to mask identity
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A culture of control or micromanagement
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Siloed, non-transparent communication
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Employees disengaging or withholding ideas
“When employees stay silent, companies lose out on innovation, team trust erodes, and performance drops,” Mindy shares. A false sense of harmony can mask growing resentment and missed opportunities.
A Case Study in Missed Communication
Mindy reflects on a client who, in response to low engagement scores, hosted a town hall...but skipped the Q&A. While they hoped to create transparency, the one-way communication sent the opposite message: We’re not really listening.
Unsurprisingly, their next survey scores fell even lower.
The lesson? Listening must be a two-way street and employees need to see that their voices lead to action.
From Passive Listening to Active Inclusion
Only 38% of employees say their opinions matter at work. To close this gap, Mindy outlines what it takes to move beyond just listening:
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Invite input early and often (especially on decisions that impact employees)
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Tie feedback to real outcomes, even if the answer is “not now”
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Create recurring opportunities for dialogue through surveys, listening tours, or cross-functional collaboration
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Normalize asking questions like “What do you think?” or “What’s missing?”
Transparency builds trust, and consistency reinforces it.
The Engagement Gap Between Leaders and Frontline Employees
One of the biggest disconnects Mindy sees? Executives often feel heard, but most frontline employees don’t. To bridge that gap, leaders must:
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Replace top-down updates with true conversations
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Hold open forums and Q&As where all questions are welcome (even the tough ones)
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Follow up with answers or next steps to close the loop
Vulnerability Is a Leadership Strength
Mindy emphasizes that the most respected leaders aren’t the ones who claim to have all the answers. The most respected leaders are the ones who keep asking better questions.
Vulnerability from leadership (admitting mistakes, seeking input, showing curiosity) sets the tone for open communication and signals that it’s safe to be honest.
This approach shifts culture from know-it-all to learn-it-all, paving the way for growth and innovation.
Quiet Doesn’t Always Mean Content
Not every quiet employee is disengaged, but leaders shouldn’t assume silence is satisfaction. Mindy recommends regular one-on-ones that go beyond task lists. Ask deeper questions like:
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What’s been energizing to you lately?
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What’s been frustrating?
These conversations help uncover the why behind the silence and catch disengagement before it turns into turnover.
Constructive Conflict Requires Ground Rules
Many employees struggle with collaboration and conflict resolution. Mindy shares practical ways to foster productive conversations:
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Set clear team expectations for communication
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Assume positive intent and separate ideas from people
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Prioritize listening over reacting
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Slow down tense conversations and ensure every voice is heard
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Use one-on-ones to surface concerns that might not come up in a group
Avoiding conflict only makes it worse. Facing conflict with empathy and structure leads to stronger teams.
One Bold Step Leaders Can Take
To close the episode, Mindy offers this simple but powerful recommendation: Start by asking one courageous question:
“What’s something you think, but haven’t felt safe to say?”
But she cautions, don’t just ask. How you respond matters even more. Listen without defensiveness, thank the employee for their honesty, and follow up with transparency and action.
Final Thought
Silence may feel like harmony but it often hides disengagement, fear, and missed opportunities. As Beth reminds listeners: “A quiet team is not always a healthy team.”
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