Do you know what your employees are really thinking?

Your team need to feel as though they can voice their opinions. Author of The Power of Difference, Simon Fanshawe explains why this is so important, and how to go about cultivating an environment where this is possible

CREDIT: This is an edited version of an article that originally appeared on Management Today

They say never talk about money, religion or politics amongst friends, but what about colleagues? For many people these topics are taboo. There is, however, a consensus that exchanging ideas is vital if we are to understand one another and society in general.

A recent YouGov poll on self-censorship found that 40% of the population self-censor their political or social views at work, through ‘fear of judgement or negative responses’. For some, staying away from controversial topics, or disagreement, may seem sensible in the office; setting boundaries can allow you to focus on your work, but this can also have damaging implications – fear of speaking out can create a culture of inhibition at work.

If workers feel that they will be looked down on, or even punished, for voicing their opinions, curiosity and collaboration can become stifled. This may have a detrimental effect on organisations and prevent them from finding the best, most innovative solutions.

In 2021, a nationwide survey, conducted by research group More in Common, concluded overwhelmingly that ‘The greatest source of conflict is not differences in opinion on specific issues, but our approach, as a society, to how we navigate those differences’.

Conflict is, at times, unavoidable; it should be seen as a route to progression and learning, rather than a hindrance. We need to assess how and where we go about encouraging disagreement. A designated area for safe discussion would be optimal. Amy C Edmondson, a professor of business at Harvard, recommends creating “a climate in which raising a dissenting view is expected and welcomed”. That said, limits should still be set. Racism, sexism and homophobia are still prevalent in many workplaces and should be cut out immediately.

Managers should stop avoiding difficult conversations and focus on creating an environment in which respectful divergence is welcomed; this will allow their teams to face their challenges head on and, no doubt, produce the best results.