If You’re Hiding the Feedback, You’re Not Leading

You launch the survey.

You promise transparency.

You say: “We want the truth.”

Then the truth shows up.

And suddenly, the narrative shifts:

• “We can’t share the comments.”

• “We need to protect confidentiality.”

• “It might be too sensitive.”

  
  

  But let’s call it what it is:

  That’s not protection. That’s self-preservation.

 You Promised Openness. Now You’re Dodging It. 

Your team stepped up. They shared the hard stuff - anonymously, carefully, and at personal risk.

What they need now isn’t silence. It’s proof that their honesty mattered.

But when leaders walk back the promise to share feedback, the message is clear:

• You want control, not change.

• You fear discomfort more than disconnection.

• You’re managing optics, not leading culture.

Anonymity Isn’t the Issue. Accountability Is.

Redacting names is responsible. 

Editing the message until it disappears? That’s cowardice.

Your people weren’t looking for perfection. They were looking for proof. Proof that leadership could handle truth without spinning it. Proof that honesty wouldn’t be buried behind sanitized “themes.”

And when they don’t get that? 

They don’t push harder. They pull back. 

And the next time you ask for feedback, they give you nothing real.

 “Themes” Are Not Transparency

Sharing themes sounds neutral. But it’s not.

Themes dilute urgency. They flatten context. 

They turn someone’s lived experience into a bullet point.

If you want trust, don’t smooth out the edges. Share what was actually said - cleaned up

for privacy, not for comfort.

Because the more you edit the message, the more your people edit themselves.

 What They Actually Want

• To be heard without being punished.

• To know they’re not alone in what they see.

• To see leaders name the problem - not dodge it.

Your team isn’t afraid of visibility. 

They’re afraid of saying something real and watching it get ignored.

 If You Can’t Handle the Comments, Don’t Ask for Them

And definitely don’t promise transparency and walk it back later. 

Because when you do, the story spreads fast:

• “Remember when we were told our voices mattered?”

• “Remember how fast that changed?”

  
  

That’s the kind of story that breaks trust quietly—and permanently.

 So, Ask Yourself:

1. Say What You’re Afraid Of 

Don’t hide it. Name it. Say: “Some of this feedback is hard to hear - and necessary.”

2. Share the Actual Comments—Redacted, Not Deleted 

Let people read what others said. Let them see they’re not alone.

3. Make It a Conversation, Not a Data Dump 

Use the survey as a starting point. Open the room. Invite dialogue. Ask: “What do we do next?”

4. Set a Timeline for Response 

Silence after a survey destroys credibility. Communicate clearly. Stick to it.

5. Don’t Make Promises You Can’t Keep If you won’t share the comments, say that upfront. Don’t change the rules mid-game.

 Bottom Line

Psychological safety isn’t about keeping leaders comfortable. It’s about building a culture where people can speak - and know they’ll be heard.

You don’t earn that trust with branding. You earn it by holding your ground when the truth gets hard.

This is the moment that defines your leadership.

Your people are watching. Not your words. Your follow-through.

They’re asking one question:

Can we trust you with the truth?

Don’t answer it.

Prove it.