Why Your Team Stopped Speaking Up - and How to Fix it

We've all seen the Linkedin quote: "Leaders who don't listen will eventually be surrounded by people who have nothing to say." It’s a powerful statement, but if you’re a leader who finds yourself in this situation, what does it really mean for you? And how do you fix it?

This quote always reminds me of an experiment conducted by Martin Seligman, a psychologist known for his work on learned helplessness. Now, as an animal lover, I have to preface this by saying that I found this experiment deeply disturbing, which is probably why it’s been ingrained in my mind. In the experiment, dogs were exposed to electric shocks. Some dogs were able to escape the shocks, while others were not. After the shocks were removed, the dogs that had previously been unable to escape the shocks still didn't try to avoid them. Even when given the chance, they simply accepted the discomfort.

Depite how difficult the experiment is to hear about, the takeaway is an important one: learned helplessness can have a real and lasting effect. And as leaders, we need to be aware of this dynamic within our teams, especially if they have faced prolonged periods of disengagement, mistreatment, or a lack of agency.

Why? Because when people feel that their efforts won’t change their circumstances, they may stop trying altogether, even when the situation improves. It’s not just about dogs, humans can fall into this trap too. In the workplace, if people have spent enough time in an environment where their voices weren’t heard, where their input didn’t matter, or where change never came, they can develop a sense of helplessness. Over time, this leads to disengagement, apathy, and silence.

If you're a leader who’s inherited a team where people are disengaged or quiet, or if you recognize that past mistakes have led to this situation, it’s important to acknowledge that you’ve got some rebuilding to do. But you can turn things around. Here are a few things you need to know and do to make meaningful change:

1) Acknowledge the Past and Validate Their Feelings

The first step in repairing a disconnected team is recognizing the past. If your team has been in an environment where their voices weren’t heard, it’s essential to acknowledge that reality. They’ve come by their beliefs honestly, and they have valid reasons for feeling the way they do.

Be transparent with them. If there have been mistakes, whether they were yours or someone else’s, admit them. Apologize where necessary, and let your team know that you understand how the past has affected their trust and morale. This acknowledgment shows your team that you're aware of the situation, and that you're committed to changing the dynamic going forward.

2) Take Accountability for Your Role in Past Mistakes

If you’ve played a part in the issues that have led to a disengaged or disillusioned team, it’s critical to take accountability. This isn’t about blame, it’s about building trust.

When you own your mistakes, you show your team that you’re not just pointing fingers or making excuses. You’re serious about the change you're promising, and you understand the impact your actions have had on them.

This level of vulnerability is hard, but it's essential. It tells your team that you’re trustworthy, and that you care enough to own up to your part in the situation.

3) Outline a Vision for the Future

Now that you’ve acknowledged the past, it’s time to focus on the future. But don't skip over the hard work of addressing the past. You can’t build a solid foundation on shaky ground.

Share your vision for the organization’s future and the culture you want to create moving forward. Acknowledge that you're not there yet, but that you're committed to getting there with your team.

Be clear about what you'll need from everyone, and explain the actions you'll take to make this vision a reality. It's important that you show your team, through real examples, how you will create the change you’ve promised. Talk about what specific actions you’ll be taking—what changes they can expect to see—and how they can be a part of this transformation.

Remember: words alone won't cut it. It’s the actions you take and the consistency you demonstrate that will help rebuild trust and inspire your team to believe in the future you’re building together.

Final Thoughts

As a leader, if you find yourself surrounded by a team that seems disengaged or unwilling to speak up, it’s important to remember that it’s not too late to turn things around. The key is to acknowledge the past, take accountability, and be clear about the vision for a better future.

Change is possible, but it requires empathy, transparency, and a willingness to do the hard work of repairing broken trust. When you lead with these qualities, your team will begin to trust that their voices truly matter, and that they are, in fact, part of something much bigger than just the work at hand.