New research on two types of worker feedback and the benefits of each.
—also an HR professor at Nottingham—about how workplaces can effectively encourage and balance the two types of voice. Here are excerpts from our conversation, lightly edited for length and clarity:Organizational voice is primarily concerned with, how does an employee suggest improvements for the organization? It’s focused on what makes things better in the organization.
Employee-focused voice is all about self-expression. It’s being able to say things that may or may not lead to organizational improvements, but which are important for the employee. It might involve raising a suggestion about a perceived injustice at work. It might be a concern about work-life balance, or it might be a concern about a relationship with another member of staff that is important to that individual. It’s defined in terms of what matters to that person, what’s authentic.
How can organizations balance the two, so they capture the innovation benefits of organizational voice without over-indexing on its burnout effect?What we’re trying to communicate is the potential damage of overt focus on organizational voice at all costs—that’s the dark side of voice. If you really put everything into voice and don’t actually let any natural conversations evolve that are not to do with improvements, that’s where you’ve got the problem.
Trying to shift culture can be quite a big challenge over time. It’s important to recognize how deep-rooted some of these things are. You can’t just suddenly announce, ‘We want to encourage more employee voice.’ It can take time, particularly in industries that have a very performance-driven culture.Email Address
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