What’s Stopping Your Team Speaking Up? How to Make It Safe Again

If your team’s gone quiet, it might be less about workload and more about whether it feels safe to speak up.

Silence in teams isn’t just awkward, it’s a signal.

When meetings are quiet, questions go unasked, and ideas stay unspoken, something deeper is happening. It’s not about introversion or disengagement; it’s about psychological safety.

And in high-pressure, change-heavy public sector environments, that safety can quietly disappear, even in well-intentioned teams.

What Is Psychological Safety - Really?

Psychological safety means people feel able to speak up, ask for help, admit mistakes, or challenge decisions without fear of judgement, rejection, or embarrassment.

When psychological safety is present:

• Feedback flows more openly
• Ideas are shared early, not buried
• Problems get solved faster
• People feel trusted, not tested

When it’s missing, silence becomes the norm and performance, wellbeing and innovation all suffer.

Also read: The Importance of Feedback in Team Development

What Silence Might Be Telling You

Not all teams raise their concerns directly; they show it through withdrawal.

Signs to watch for:

• Minimal contributions in meetings

• Avoidance of feedback conversations

• Reluctance to challenge or question

• Passive agreement that masks uncertainty

• Energy drops during group tasks

The longer this silence continues, the harder it becomes to re-engage people. And the more risk you carry, especially when teams are navigating change, delivery pressures or limited resources.

Real-World Moments From Public Sector Teams

In a university administration team
A manager noticed only a few people regularly contributed in meetings. After introducing strengths-based check-ins and inviting anonymous feedback, quieter team members began speaking up and suggested improvements that reshaped the team's processes.

In a healthcare leadership team
A senior clinician reflected that even though the team was close-knit, honest conversations about pressure and burnout weren’t happening. A facilitated session using strengths-based language created space for open, supportive dialogue without losing focus or accountability.

In a digital transformation team at a local authority
Initial reluctance to challenge senior decisions turned into creative collaboration when the team worked together to map their strengths. By surfacing what energised and motivated them, they created a shared language that made speaking up easier and more productive.

How Strengths-Based Feedback Builds Safety

Psychological safety isn’t built through posters or HR policies; it’s built through how we interact every day. One of the most powerful levers is feedback.

Strengths-based feedback helps teams:

• Recognise what’s working
• Reflect without blame
• Talk about challenges without judgement
• Stay hopeful even during tough conversations

When feedback starts with “Here’s what I saw you do well” or “I noticed your strength in…” it builds confidence and opens the door to more honest, constructive conversations.

Also read: Strengths and Struggles – How to Talk About What’s Hard Without Losing Hope

Four Ways to Make Your Team Feel Safer to Speak

Here are practical strategies you can start using today — no restructure or culture overhaul required.

1. Use Permission-Based Language

Start team discussions with:

• “It’s okay not to have all the answers.”
• “I’m keen to hear any different views on this.”
• “Feel free to challenge this — it helps us make better decisions.”

These cues lower the perceived risk of speaking up.

2. Start With Strengths

Encourage reflection on what’s energising:

• “What’s a recent moment you felt really useful to the team?”
• “Where did you see someone else’s strength help us move forward?”
• “What would you love to do more of, if time allowed?”

These questions gently open up team dialogue and focus it on value, not criticism.

3. Create Safe Reflection Routines

Make it normal to ask:

• “What’s something we haven’t said yet?”
• “Who do we want to thank this week?”
• “What helped us move forward even in small ways?”

These micro-moments build trust, week by week.

4. Model What Safety Looks Like

If you’re in a leadership role, show that you’re open to learning and growth too:

• “I made a call that didn’t land well. Thanks for the honest feedback.”
• “That project stretched us. What helped you stay steady?”

Small admissions create space for others to show up fully, too.

How Strengthify Can Help Your Team Speak Up (And Stay Engaged)

Psychological safety is fragile, but it can be rebuilt. We help teams strengthen trust, communication and feedback using practical, proven tools that focus on what’s working.

• Discovery Workshops: Help individuals reconnect with what energises them, building self-awareness and stronger voice, especially in overstretched roles.
• Team Development Workshops: Support team trust, communication and culture in a safe, energising format tailored to your context.
• Management Development Programme: Equip managers to lead resilient, inclusive, and high-trust teams through ongoing learning and strengths-based practice.
  
  Let’s talk about bringing this to your team.