Written by Tim Martin, WorkInConfidence
It’s a phrase often heard from employers across all sectors. But when you scratch beneath the surface, how often is it truly the case?
An open culture isn’t about having a friendly team or an approachable boss. It’s about creating an environment where employees genuinely feel psychologically safe and empowered to speak up — whether that’s to raise a concern, share a new idea, or challenge the status quo. And that doesn’t happen by accident.
What Actually is an Open Culture?
At its core, an open culture means more than just a few open-door policies or team lunches. It’s about how people behave, how leadership responds, and how trust is built day to day. Hallmarks of a genuinely open culture include:
- People feeling safe to raise issues without fear of backlash.
- Employees trusting that their voices will be heard and acted on.
- Communication flowing in all directions — not just top-down.
- Managers actively encouraging transparency and honesty.
True openness means embracing challenge, not avoiding it. It’s about how a company reacts when an employee raises something uncomfortable — not just when they’re saying what everyone wants to hear. And crucially, it’s about consistency: openness can’t be situational or selective. It has to be part of the organisation’s DNA.
The Danger of the Disconnect
Many organisations believe they’re open — but when surveyed anonymously, employees tell a different story. Some common red flags to look out for in responses are :
“We don’t want to rock the boat.”
“It’s easier to stay quiet.”
“I tried raising that once, but nothing happened.”
This disconnect creates risk. Important issues go unreported. Engagement, performance, and motivation drops. Innovation stalls. Worst-case scenarios (like misconduct or safety concerns) fester quietly until they become public crises.
Why Speaking Up Matters
Creating a culture where people feel confident to speak up isn’t just about avoiding risk — it’s about unlocking performance. When employees know they’ll be listened to, they show up differently. Some of the business benefits include:
- Increased trust and morale – when people feel heard, they’re more engaged, loyal, and committed.
- Faster problem-solving – frontline staff are often the first to spot issues, but will only speak up if they feel safe.
- Better decision-making – a range of voices leads to richer perspectives and fewer blind spots.
- Stronger employer reputation – openness signals integrity, both internally and externally, helping with recruitment and retention.
Simply put, when people speak up, everyone benefits.
How to Move From Saying to Doing
If you want to build — or rebuild — an open culture, it takes more than good intentions. It takes action, consistency, and leadership by example. Here’s how to move from talking about openness to living it:
- Create safe, confidential ways for people to speak up – whether that’s anonymous surveys, independent reporting channels, or a dedicated Speak-Up platform.
- Train your managers – leaders need the skills to handle difficult conversations without becoming defensive or dismissive.
- Act on what’s raised – and let people know what’s being done. Closing the feedback loop builds trust.
- Measure your culture regularly – don’t assume all is well. Use employee surveys and engagement tools to understand what’s really going on.
WorkInConfidence’s Speak-Up platform is an example of how organisations can provide employees with a safe, secure space to raise concerns and give honest feedback — without fear or favour.
A Final Thought
If employers truly want to create a healthier, more resilient workplace, it starts with listening. And not just to the easy stuff — but to the uncomfortable, inconvenient, and sometimes challenging truths.
It might feel risky to open up those channels. But in reality, not listening is the bigger risk. Because knowledge really is power — and the more insight you have into what’s going on beneath the surface, the more confidently you can take action that makes a real difference.
To learn more about how our two-way anonymous reporting solutions and case management tools can support your organisation to empower employee voice and give you valuable insights into your organisational culture, visit our website or get in touch with me for a chat. Call: 0845 38310113 or Email: Sales@workinconfidence.com
A safe and secure two-way anonymous channel for your people to raise concerns via phone, tablet, or PC, ensuring you are aware of any workplace issues and can respond quickly and accordingly
Easily set up, run and interpret surveys on engagement, respect, wellness or other topics to ensure you always understand your people, their needs and motivations.
A secure phone line with a dedicated Speak Up Guardian for your employees to raise concerns with. We also provide training in Freedom to Speak Up, Speaking up and safeguarding processes.
