A management consulting firm that I consult for specializing in leadership and organizational development, recently completed its 2011 employee engagement benchmark research. The findings show that 34% of employees indicate that they fail to speak up in the workplace for fear of some type of retribution.
Further analysis employee engagement survey data shows several factors leading to a culture where individuals are afraid to share their voice:
•Constant negative feedback from supervisors and leaders
•Leaders perceived as a dissenting voice (shooting-down new ideas out of hand, or ignoring feedback)
•Fear of demotion, loss of job, or loosing future promotional opportunities
•Raising issues draws undue attention to individuals or groups who make suggestions.
•Employees perceive that there is no procedural justice (fair use and application of employee feedback)
The finding where from large organizations who house 100 plus employees. This is scary.
What this is saying is that the front line staff are scared to speak up relating to the day to day issues arising and effecting both their long turn future and the directions of the organization.
Employees must be given the opportunity to communicate the issues that are at hand. They must be able to raise these issues without fear of retribution. A environment must be created where all staff have the option to voice issues in a safe environment.
Once the issue is raised they must be given one on one feedback as to the progress of the issues. Even if it's that nothing is going to change. That employee can then make a informed decision about their future.
These perceptions typically stem from a culture that stifles the free expression of ideas, and from leaders who contribute to or create that culture.
Further analysis employee engagement survey data shows several factors leading to a culture where individuals are afraid to share their voice:
•Constant negative feedback from supervisors and leaders
•Leaders perceived as a dissenting voice (shooting-down new ideas out of hand, or ignoring feedback)
•Fear of demotion, loss of job, or loosing future promotional opportunities
•Raising issues draws undue attention to individuals or groups who make suggestions.
•Employees perceive that there is no procedural justice (fair use and application of employee feedback)
The finding where from large organizations who house 100 plus employees. This is scary.
What this is saying is that the front line staff are scared to speak up relating to the day to day issues arising and effecting both their long turn future and the directions of the organization.
Employees must be given the opportunity to communicate the issues that are at hand. They must be able to raise these issues without fear of retribution. A environment must be created where all staff have the option to voice issues in a safe environment.
Once the issue is raised they must be given one on one feedback as to the progress of the issues. Even if it's that nothing is going to change. That employee can then make a informed decision about their future.
These perceptions typically stem from a culture that stifles the free expression of ideas, and from leaders who contribute to or create that culture.
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