Think about the best manager you ever had. What was it that made them so great? Was it how they showed up for you, how they made you feel, or how they made the whole team feel and work together? Maybe, it was how the supported you when you spoke up about something difficult.
As a manager, creating a culture where your team feels safe speaking up isn’t just a nice to have. It’s the foundation of trust, wellbeing, and getting ahead of problems before they snowball. It’s also the foundation of creating a team that’s highly engaged, creative, and productive.
Creating environments where your team feels safe to speak up doesn’t happen by accident. It takes care, consistency, and the right response when someone does open up. How you show up in these moments can make all the difference.
If your team only feels like they can speak up when something’s seriously wrong, that’s a sign that trust needs work. A speak up culture is something you build day by day, not just in the big, difficult moments.
That might look like inviting feedback during 1:1s, being open when you’ve made a mistake, or saying "thanks" when someone challenges the status quo. Small things, consistently done, send a powerful message: it’s safe to speak, and your voice matters.
And when someone does raise something? How you respond matters just as much as what they say. That’s where LEAST comes in.
LEAST is our simple, supportive guide to handling moments where people speak up with care and clarity. It stands for:
Let them talk. Really listen. Don’t interrupt or rush to fix it, just give them space. Even a few minutes of your full attention can mean a lot.
Acknowledge what they’ve shared. Try: “Thanks for telling me” or “I can see that wasn’t easy to share.” You don’t need perfect words, just understanding and presence.
Support their choices and talk through what they’d like to do next. Sometimes you might need to explain that certain things need action (like if there’s a legal or ethical obligation). But wherever you can, keep them in the driver’s seat.
Do something. Whether it’s taking action yourself or looping in someone who can, make sure there’s follow through. It shows you care and that speaking up actually leads somewhere.
Check in. Keep them updated, even if it’s just to say, “I haven’t forgotten” or “I’m still working on this.” This is especially important if they shared something tough or vulnerable. It lets them know their voice didn’t just disappear into the ether.
When people feel safe to speak up, you build stronger teams, spot problems earlier, and create a culture where honesty isn’t scary, it’s the norm. Every conversation is a chance to show your team that they’ll be heard, respected, and supported. And that you’ve got their back.
Want to know how to create trust and a culture where people speak up across your whole organisation? Book a call with our team today.
