Everyone Says “Speak Up at Work”: So Why Does Almost No One Actually Do It?

Communication is often emphasized as a value in all sectors across the United States. With employers urging their employees to freely communicate their feedback, issues, and ideas without hesitation, many organizations have emphasized their culture as transparent.

However, the actual situation inside their workplaces is often a far cry. Why? Employees continue to filter their thoughts and carefully evaluate what they say.

The situation, therefore, presents a deeper concern, as communication as a value exists only as a theory, yet employees fail to embrace it, despite repeated encouragement from their employers.

Studies and workplace realities, however, reveal that employees are not ignoring these communications; rather, they are reacting to a situation that, despite being encouraged, still feels uncertain for them. According to NectarHR, communication as a value is often emphasized by organizations, yet employees fail to embrace this, as they do not fully trust the response.

Why Employees Still Hold Back

The decision to stay silent is not random, and this comes from a calculated analysis of the risks. Employees might be worried that they might be viewed differently by their superiors or colleagues because they have given honest feedback, particularly regarding certain issues.

The fear of being viewed differently, as well as a fear of bias, might cause employees to stay silent regarding issues they would have otherwise shared. A study indexed on PubMed illustrates this situation well, as it indicates that employees might associate disclosing information with possible stigma. The study indicates that employees might fear discrimination, particularly because they fear being viewed differently, which causes them to stay silent.

The fear of being viewed differently might not be limited to issues regarding employees, as this fear might also cause employees to stay silent regarding professional issues, such as leadership decisions. Over time, this would cause a pattern whereby employees would participate in communication, but only within certain limits.

Another significant factor that contributes to apprehensive communication is the lack of well-defined and accessible mechanisms for sharing feedback. Employees will communicate more when they know how to communicate, to whom they should communicate, and what will happen next. When there is a lack of clarity, apprehension increases.

According to NectarHR, organizations that do not define or communicate mechanisms for sharing feedback can inadvertently create a situation that discourages employees from communicating.

Stigma Around Sensitive Topics

This challenge is more pronounced if the topic being discussed is a sensitive one, like mental health, personal issues, or work conflicts. This is because there is a perceived risk involved in the discussion, which makes the employee more apprehensive.

According to the study done by the PubMed journal, there is a great challenge in the disclosure of health-related issues because of the stigma involved. This makes the employee feel like he or she will be perceived differently if the information is shared. This is despite the fact that the organization may have a well-designed wellness program.

This impacts the entire workforce, moving beyond the individual experiences and into the broader organizational culture. Communication breakdowns can cause problems ranging from misunderstandings and a lack of trust to missed opportunities for growth, as important issues are left unspoken.

Bridging the Gap

Closing the gap between intention and reality is not simply a matter of encouraging employees to be more vocal, as openness is built on trust, transparency, and follow-through. Employees must be able to see that their contributions matter to the organization and do not result in repercussions.

In fact, research shows that the way to create trust is through the implementation of clear channels of communication, follow-through on the suggestions made to the organization, and the creation of a culture that works to eliminate the stigma around certain issues. As was shown through the study done on PubMed, the way to effectively tackle the issue of risk is to create a culture where the employee feels comfortable discussing the issue.

Ultimately, the power of openness is less about what the organization is saying and more about what the employee is experiencing.