Sometimes American corporate culture surprises me. It goes so over the top into dysfunction, that I want to believe the HR folks are pulling a prank. But alas. The following guidelines, from a US-based, Fortune 50, Telecommunications “Giant” (reprinted verbatim) were not released April 1. LinkedinFacebookTwitterBuffer
Think about your organization or work unit. Do they value innovation and employee participation? If you believe the answer is “yes,” read on.
On the other hand, if your organization is truly cursed by silence, and the risk of speaking up far exceeds the value, if you can’t quite decide between apathy or silent resistance, you can skip ahead to the conclusion!
Breaking the hard-trodden soil of silence at the worker-bee level will not be an easy task. It will take a great deal of courage, resilience, and vulnerability. It will also be tough to plow alone. That’s where alliances come in. Let’s work through all of this, one row at a time.
With a shared definition of the dimensions of silence and voice as well as an understanding of why silence is not golden, let’s explore some of the organizational dynamics and leadership behaviors that cause employees to feel their opinions are not valued and result in disengaged or self-protective behaviors.