Some voices in your department are easier to hear than others. In every meeting, some people speak up quickly while others hold back. In hybrid settings, “in-room” voices can dominate while colleagues on Zoom stay silent, or in fully online meetings, people may struggle to share their opinion because it feels like they would be interrupting others. Over time, this shapes not only collaboration but also how people experience recognition, empowerment, and even their sense of belonging at the University.
Last month, we talked about everyday psychological safety. Silence in team meetings is one sign of low psychological safety, but what if it’s not the team’s silence but the silence of a few team members? Whether they are new to the group, more reserved, or tend to work behind the scenes, you play a critical role in ensuring that all perspectives are heard, inform team decisions, strengthen inclusion, and build commitment.
Notice the Gaps
Start by asking: Who is heard most often on my team? Who is overlooked? Some diagnostic clues:
- Same voices, every time. A few people dominate discussions while others rarely weigh in.
- Hybrid meeting dynamics. In-room participants build on each other’s comments while remote colleagues are passive squares on a screen. In fully online meetings, the host often does most of the talking.
- Delayed conversations. Concerns surface in “meetings after the meeting” instead of in the group itself. People may say they did not hear about the decision until later, or wonder about following up.
- Ideas without credit. Contributions from quieter team members are absorbed without acknowledgment or are only visible if they pass through a supervisor.
Connecting Back to Engagement
When people feel their contributions matter, it shows up in many of the areas directly connected to the employee engagement drivers, which are measured by our Employee Engagement Survey:
- Respect and recognition. Naming contributions helps employees feel seen and valued.
- Authority and empowerment. Inviting input signals trust in people’s judgment and creativity.
- Collaboration. Balanced voices strengthen teamwork and reduce reliance on the manager to solve every issue.
- Clear communication. Checking for quiet perspectives builds open, honest dialogue.
These practices reinforce that every voice matters, and every contribution moves the team forward.
