As an executive overseeing teams across the US, Europe, and Asia, I’ve always believed in open communication. In the States, we’re used to being direct — if something isn’t working, we say it straight. But I started to notice that in some of our other offices, especially in parts of Asia and Eastern Europe, team members seemed hesitant to speak up, even when it was clear they had valuable insights.

In meetings, I’d ask, “What do you think we can improve?” and get polite nods or vague answers. But I knew these talented people were holding back. It wasn’t about lacking ideas — it was about cultural norms around hierarchy and fear of offending leadership.

Then we tried Honestli.com. I encouraged everyone to share feedback anonymously, on any topic: project workflows, leadership styles, even cultural misunderstandings. The change was immediate. I started receiving detailed, thoughtful messages highlighting small process gaps, unclear expectations, and ways we could make our global teams feel more included.

For the first time, I truly saw the brilliance and creativity hidden behind those polite smiles. We implemented dozens of changes — from adapting meeting formats to adjusting communication styles and timelines. More importantly, people felt heard without fear of losing face or stepping on toes.

Now, I actively promote Honestli as a core feedback tool. It’s not just about fixing problems — it’s about building trust across cultures and empowering every voice, no matter where it comes from. That anonymous bridge transformed us into a stronger, more unified company.