Marriage and relationship experts tell us that a marriage is in real trouble when at least one partner starts a pattern of silence. It means that person no longer feels heard and has given up on the relationship. Similarly, this can be true with employees in the workplace culture. Both research and reality have a lot to say about what it means when employees become silent on the job.
It is normal for a leader to equate silence with employee satisfaction. However, silence can be a sign of dysfunction, according to Elizabeth W. Morrison from the Stern School of Business at NYU. Morrison pushes the message that leaders need to ensure employees really feel like they have a voice. She goes on to further state “If voice is withheld within an organization, both performance and employee morale may suffer, and the consequences may be significant.”
So, what are the destructive outcomes that can result from silence in the workplace? In her article entitled “The Danger of Employee Silence” (September 2024), Darcy Jacobsen writes the following research-based outcomes are highly likely to occur:
- Employees do not feel valued
- Employees perceive a lack of control
- Employees display cognitive dissonance (a discrepancy between beliefs and behavior)
Hence, it is critical for workplace leaders to pro-actively create a culture where employees feel heard and not mislabel employee silence as a sign of employee satisfaction.
Here are some recommended strategies outlined by Darcy, with personal commentary leaders can employ to move beyond the silence and ensure employees feel valued and heard:
Create a group voice climate. Research shows that employees value leaders who make them feel included in decision-making processes. So, it is important for companies to create procedures that allow for employees input.
Build trust and psychological safety. Research shows that employees who are consistently encouraged to give feedback feel more control within their workplace environment. This sense of healthy control springs from a company culture that makes employees feel safe and secure enough to provide feedback.
Nurture a workplace climate that values honest communication. Employees should feel free to share both positive and potentially negative information with leadership. Too often employees are made to feel that sharing any sort of criticism is toxic and not tolerated in the workplace. It is critical for leaders to ensure that employees have a clear channel of communication to relay feedback regardless of the tone.
Encourage the right kind of feedback. As silence can be destructive, too many dissenting voices of feedback can also be counterproductive. It is important for employees to present feedback that is well thought out and not solely based on emotion. Their voice will more likely be heard and impact outcomes.
Reality has taught us the most difficult ship to steer is a relationship. Like a good marriage, both employees and leaders want a thriving relationship that brings a high level of satisfaction and significance. With the right strategies and a strong sense of being valued, the leader-employee relationship can sail forward to a healthier and more productive place.
