The employee who disagrees respectfully is still participating in the team’s success.

Disagreement often gets filed as disloyalty, especially by people under pressure. But the person raising an objection is spending effort on something they could simply let fail, and silence would be far cheaper for them. Teams where only agreement is welcome do not become more united; they become quieter, and the problems arrive later with nobody having warned anyone.

If you lead, watch how you respond in the first three seconds to someone who says they see it differently. That reaction is what everyone else calibrates against. Thank them out loud, take the point seriously, and then decide, saying plainly that you heard it and chose otherwise.