How can you overcome common barriers to employee voice?

1 Fear of retaliation

One of the most common barriers to employee voice is the fear of retaliation from managers or peers. Employees may worry that speaking up will result in negative consequences, such as being ignored, criticized, or punished. To overcome this barrier, you need to create a culture of trust and psychological safety in your team. This means encouraging open and honest communication, providing constructive feedback, recognizing and rewarding positive contributions, and protecting employees from unfair or abusive treatment. You also need to model the behavior you expect from others and show that you are willing to listen and learn from different perspectives.

2 Lack of channels and opportunities

Another common barrier to employee voice is the lack of channels and opportunities for employees to share their views and concerns. Employees may feel that they have no formal or informal ways to communicate with their managers or leaders, or that their input is not solicited or welcomed. To overcome this barrier, you need to provide a variety of channels and opportunities for employee voice, such as surveys, focus groups, suggestion boxes, town hall meetings, or one-on-one sessions. You also need to ensure that these channels and opportunities are accessible, inclusive, and responsive, and that you follow up on the feedback you receive.

3 Low self-efficacy and confidence

A third common barrier to employee voice is the low self-efficacy and confidence of employees. Employees may doubt their own abilities, knowledge, or skills, or feel that they are not qualified or competent enough to speak up. They may also lack the confidence to express their views in a clear and persuasive manner, or to challenge the status quo or authority. To overcome this barrier, you need to foster a growth mindset and a learning culture in your team. This means supporting employees to develop their skills and knowledge, providing them with opportunities to learn from others and from mistakes, and celebrating their achievements and progress. You also need to empower employees to take ownership and responsibility for their work, and to encourage them to share their ideas and insights.

4 Poor communication skills and styles

A fourth common barrier to employee voice is the poor communication skills and styles of employees or managers. Employees may struggle to articulate their views or concerns in a coherent and respectful way, or to adapt their communication style to different situations or audiences. Managers may fail to listen actively or empathetically to employees, or to communicate clearly and effectively their expectations, goals, or feedback. To overcome this barrier, you need to enhance your communication skills and styles, and to help your team do the same. This means practicing active listening, asking open-ended questions, using positive and constructive language, and giving and receiving feedback. You also need to be aware of your own and others' communication preferences, and to adjust your style accordingly.

5 Organizational culture and norms

A fifth common barrier to employee voice is the organizational culture and norms. Employees may feel that the organizational culture and norms do not support or value employee voice, or that they are inconsistent or contradictory. For example, the organization may claim to encourage employee voice, but in reality, it rewards conformity and compliance, or punishes dissent and diversity. To overcome this barrier, you need to align your organizational culture and norms with your employee voice strategy and goals. This means communicating and demonstrating the vision, values, and benefits of employee voice, and involving employees in shaping and implementing the strategy and goals. You also need to challenge and change any cultural or normative barriers that hinder employee voice, such as power imbalances, silos, or biases.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?