Your Boss Said “That’s a Fair Point”… So Why Does Nothing Ever Change?

Have you, as an employee, ever had the experience of bringing up a legitimate question or idea, and noticed that the management has acknowledged it with a polite phrase like “that’s a fair point,” but nothing seems to be done? If yes, it must have left you in a confusing space. Right?

According to a study published in the Journal of Occupational and Organizational Psychology, the gap between what the management says and does does not have to be unusual, as there might be underlying psychological or structural problems.

Why does this happen

While it may look like the leaders are being dismissive, research seems to indicate something else. It suggests that while we may think of it in the other way, it is possible that there are more complex issues at play. If you’re wondering what kind of cases they may include, they may include internal conflict and external limitations.

According to the same Journal of Occupational and Organizational Psychology study, this is because while acknowledging this gap between intent and action, the leader may feel uncomfortable and even ashamed, and therefore avoid taking further steps rather than addressing the issue directly.

Another key aspect to consider is the concept of leader depletion. It refers to the mental or emotional exhaustion arising from the management of multiple roles.

This means that while your leader may intend to find a way out, they may not have the cognitive energy or clarity of thought to actually prioritize and implement the changes.

What This Does to Employees Over Time

Although the perspective of the leader can be seen as a partial explanation of the problem, the effects on the employees are undeniable, as confirmed by studies.

A study published in the Journal of Business Ethics emphasizes the fact that the repeated failure of the company to take into account the opinions of the employees leads to lower job performance, reduced creativity, and increased intentions of leaving the company.

The end result of this process is a long-term impact that extends beyond the employee and begins to change the workplace culture in a way that is nearly impossible to reverse.

The most notable observation from all these studies is the self-reinforcing nature of the cycle, which can be very difficult to break. Inaction from the leaders may lead to a heightened sense of awareness of the inaction, which can lead to more feelings of inadequacy, as noted in the occupational psychology study.

Why This Gap Matters

The phrase “that’s a fair point” might seem like a supportive phrase, but when there is no follow-through, it might actually highlight a disconnect at the organizational level, which impacts both leaders and employees. Studies have demonstrated the importance of alignment between what leaders say and what they actually do, as it has a direct link to trust, engagement, and productivity. However, when there is a disconnect, the implications of such a disconnect are far-reaching.

Understanding the above dynamics might help explain why such a common phenomenon in the workplace might be so frustrating, as it’s not just about the individual, but rather the combination of psychological, resource-based, and organizational factors.