Ever feel like your team is just nodding along, telling you what you want to hear?

Chances are, they are.

Sometimes it’s obvious—silence when you ask for input, minimal enthusiasm, or only the same one or two voices speaking up. Other times, it’s more subtle, but the underlying cause is often the same: fear or apathy.

Why Your Team Isn’t Engaging

Fear sounds like:

• I don’t want to step on any toes.
• What if I say something stupid?
• Speaking up in a group setting terrifies me.

Apathy sounds like:

• Good luck with that!
• We’ve tried this before—it won’t work.
• It doesn’t matter what I say anyway.

When leaders don’t know how to gain genuine buy-in, they often resort to forcing an outcome—pushing harder to get enthusiasm or agreement. But this backfires, reinforcing the very disengagement you’re trying to avoid.

So, how do you get real buy-in from your employees, even in the face of fear and apathy?

Strategies to Get Buy-In from Employees

+ Share Your Thought Process
Instead of simply announcing a decision, walk your team through your reasoning. Share the options you considered and why you landed on this one. This creates context and opens the door for meaningful discussion.

+ Ask Better Questions
Avoid vague questions like “What does everyone think?” Instead, try:

• What works and what doesn’t about this solution?
• What opportunities or challenges do you see that I might be missing?

These types of questions prompt real responses instead of passive agreement.

+ Use a Round-Robin Approach
Many employees hesitate to speak up in open discussions, especially in a group setting. Go person by person and invite each team member to share their thoughts, questions, or concerns. This makes participation the norm rather than the exception.

+ Show Your Humanity
Be honest: You don’t have all the answers—that’s why you have a team. Let them know you rely on their insights to refine ideas, spot blind spots, and identify opportunities. When leaders show vulnerability, it creates trust and psychological safety.

+ Address Concerns Head-On
Brushing off or avoiding concerns kills buy-in. Instead of sidestepping pushback, lean into it. Dig deeper into objections to uncover what’s really holding people back.

+ Encourage and Appreciate Candid Feedback
For many, sharing concerns is an act of vulnerability. When someone speaks up, thank them. Make it clear that dissenting opinions aren’t just tolerated—they’re valued.

+ Detach from Your Own Solution
If your body language stiffens or you get defensive when someone questions an idea, your team will quickly learn to stay silent. Instead, respond with openness:

• “That’s a great point—thank you for bringing it up.”

When your team feels safe to challenge ideas, they’re more likely to support the final decision.

Create a Culture of Genuine Buy-In

Don’t let fear or apathy sabotage your best ideas.

By sharing your thinking, creating a safe space for feedback, and embracing vulnerability, you foster a team that feels heard, respected, and motivated to contribute. That’s how you turn passive agreement into real, lasting buy-in.

Bonus: Here's how to REALLY know if your team is on board and committed:

Next time you’re looking how to get buy in from employees, try the Roman Thumb Method.

If you're navigating crickets or awkward silence - check out this culture tip.
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Here's to garnering authentic team buy-in!