Whether critical issues in organizations are addressed or kept silent affects individual and collective learning, the quality of group decisions, the recognition of errors and misdevelopments, and the health of employees. For leaders, followers’ open feedback provides an important source of information for the appropriateness of their own leadership actions and the need for adjustment in the team. In the chapter, drawing on a socio-ecological approach, I present the main motives for employee silence and describe which factors at the level of the individual, the team, and the organization favor these motives. In the last part of the chapter, I show starting points on how leaders can overcome employee silence.