We’ve all been there. You’re sitting in a meeting, and you hear your boss say something ludicrous. You know the idea is bad, and it’ll implode spectacularly, but you don’t say anything because…
Well, they’re your boss. What if they get mad?
Your coworkers feel the same way you do, so they keep quiet, as well.
It’s weird how we notice things and don’t talk about them. Think about it – every single person in the room thinks the same, everyone knows something’s off, and yet, they all pretend like it’s business as usual? Not only is that weird, but it’s also concerning. And the reason for that is a power imbalance.
This article will be all about the fact that there are uneven playing fields out there that systematically kill accountability.
Why Speaking Up Feels Risky/Dangerous
When we say risky or dangerous, people might jump to someone being threatened. But that’s not the case here; that’s not (usually) what happens. And actually, if you were in a situation where you got an actual threat, it’d probably be easier to speak up about it.
But what we’re talking about today is something much quieter than that.
Let’s say you’re the junior person in the room.
You already know that your ideas aren’t necessarily judged on their merit but weighed against your title, and that changes everything. Before you even open your mouth, you make sure to edit yourself, and even when your gut says that this thing in front of you is problematic, your brain tells you it’s not worth the risk.
This isn’t just about startups. You see that same silencing effect in any field where authority and expertise create a steep ladder. And sadly, it’s easy to find examples of it. Just look at all the publicly reported allegations involving medical professionals. That’s right, medical professionals, the very people who are supposed to focus on healing others.
Title has a weight, and so does reputation.
And those can annihilate accountability because challenging someone who is ‘above’ you feels like a huge risk. It’s not that you’re afraid of being fired on the spot because that would almost be easier. It’s subtler than that. You’re worried your manager will no longer trust you or you’ll be left out of a big project that could help your career. Maybe you’ll even get a reputation that you’re not a team player, and you know how that would play out in the corporate world.
It’s simple, really. If you feel like the trajectory of your career is in someone else’s hands, you keep quiet so you’re not sidelined.
This is especially obvious in junior positions. If you’re a senior, voicing a concern might seem like objective criticism, which is useful. But if you’re a junior and you speak up? Someone higher up might simply dismiss it as you not understanding the pressure.
And yes, that makes sense, so what happens is you wait.
Then you look at a bit more information, and you start doubting yourself, hoping somebody else will say something, so you don’t have to be the one to do it, not out of laziness. More of fear, embarrassment, the uncertainty of not knowing what’ll happen after you do speak up – it’s things like that that hold us back.
If you know there’s a clear, safe path to raise a concern (meaning, you don’t have to go straight to the person you’re critiquing), that awful knot in your stomach disappears.
Sure, you might be a bit nervous, but that’s about it. And this is better for everyone because, if you mention that small, strange bug in the code today, you prevent it from becoming a catastrophe tomorrow. That’s why early intervention is so important. It’s not because somebody wants to be a hero, but because it’s practical.
This is where actual stability comes from. With stability comes trust. And with trust there’s no ned to waste time walking on eggshells. With trust, you can ACTUALLY build something.
If you want long-term credibility in a leader (or even in an entire firm), you can’t build it on being right. No. You have to create and instill a mindset where what’s right can always be heard.
Conclusion
If you’re now thinking about how to overthrow your boss, you totally missed the point, so go ahead and read this article again.
The point is that fixing a power imbalance is not a magic trick; it’s basic maintenance. You can see what doesn’t work and fix it before it collapses and ruins ten other things along with itself.
The goal isn’t a team of “yes” people but a team of people that aren’t afraid to ask “why?” and “What if?”
FAQ on Power Imbalances And Accountability in Startups
Why do startup environments face accountability challenges?
Startups often have small teams with a flat hierarchy, but power imbalances can still exist. Founders or senior leaders may unintentionally create environments where others hesitate to challenge decisions, fearing repercussions. Building open communication and a culture of trust is essential to maintain accountability.
How can power imbalances affect decision-making in startups?
When there's a significant power gap, startup teams may avoid questioning decisions even if they foresee challenges. This can lead to poor decision-making, loss of innovation, and even avoidable failures. Empowering every team member to share input can mitigate this issue.
How can startups encourage open communication?
Creating anonymous feedback channels, setting up regular review meetings, and promoting a "psychological safety" zone where employees feel respected when voicing concerns can help. Such practices can foster a culture where accountability thrives without fear.
What role does team structure play in addressing power imbalances?
A well-designed team structure that distributes ownership and decision-making authority levels the playing field. For instance, breaking down silos and enabling cross-functional collaboration reduces the emphasis on hierarchical power, allowing more balanced input in decision-making.
Why is early intervention important for startup success?
Early intervention in addressing power imbalances helps prevent small issues from snowballing into critical problems. For instance, detecting bad code early avoids buggy products. For guidance on building robust solutions fast, check out how to build the best MVP in a weekend with AI.
How do trust and accountability connect?
Trust is the foundation of accountability in startups. When team members trust that raising concerns won't backfire, they are more likely to voice their opinions. Fostering trust can boost creativity and ensure smoother problem-solving in high-stress environments.
How do startups tackle the fear of speaking up?
Leaders must lead by example, embracing constructive criticism and rewarding team members for identifying flaws or gaps. Acknowledging and acting on employee feedback can shift a toxic environment into a positive and transparent workspace.
What are practical tools to bridge power gaps in startups?
Technology can bridge power gaps by automating decision-making processes, enabling transparency, and creating a data-driven culture. For instance, tools like AI-driven project management or feedback platforms ensure everyone’s contributions are considered equally.
Can AI help eliminate bias related to power imbalances?
Yes, AI can facilitate impartial decision-making. By analyzing data rather than relying on personal judgments or hierarchy, AI tools help in maintaining fairness, whether it’s for hiring processes or product prioritization, contributing to a more accountable system.
How do power imbalances impact startup culture?
Power imbalances can create a fear-driven culture, stifle innovation, and increase employee turnover. A healthy balance of power ensures trust, collaboration, and shared accountability, elements critical for creating the agile and resilient foundations of any thriving startup.
About the Author
Violetta Bonenkamp, also known as MeanCEO, is an experienced startup founder with an impressive educational background including an MBA and four other higher education degrees. She has over 20 years of work experience across multiple countries, including 5 years as a solopreneur and serial entrepreneur. Throughout her startup experience she has applied for multiple startup grants at the EU level, in the Netherlands and Malta, and her startups received quite a few of those. She’s been living, studying and working in many countries around the globe and her extensive multicultural experience has influenced her immensely.
About the Publication
Fe/male Switch is an innovative startup platform designed to empower women entrepreneurs through an immersive, game-like experience. Founded in 2020 during the pandemic "without any funding and without any code," this non-profit initiative has evolved into a comprehensive educational tool for aspiring female entrepreneurs.The platform was co-founded by Violetta Shishkina-Bonenkamp, who serves as CEO and one of the lead authors of the Startup News branch. The Fe/male Switch team is located in several countries, including the Netherlands and Malta.