There is term in opposition to employee voice known as employee silence. There are many reasons why some employees choose to stay silent. According to Burris (2012) managers have major influence on employee voice because they create the conditions for it. Most importantly, they have the power to select the issues which will be discussed.

IPA and Tomorrow's company survey (2012) shows that around half of the respondents blame employees for employee silence.

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More barriers:

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• Thought that employee voice will not be heard (Donaghey et al, 2011)

• Fear of wrong opinion which could lead to disciplinary action and damage their reputation (Graham, 1986)

• Detachment from the team and feeling powerless (Premeaux and Bedeian, 2003)

• Wrong leadership and management

• Work culture which does not promote employee voice

• Untrustworthy and unapproachable management

• The response of the management to employee suggestions

• Employee personality (Bishop, 2007)

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According to Bishop (2007) there are 2 types of people who participate in online associations:

1. 'elders' - active approach

2. 'lurkers' - observant approach

 

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How To Promote Voice Expression

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• Using social media (allows anonymous expressions)

• Clear explanation of what will be done with the suggestions and thoughts

• Provide explanation of why some suggestions were not considered

• Implemented employee ideas should be recognised to give a morale boost (CIPD, 2013) - lack of recognition can lead to future decrease of employee engagement

• Introduce more channels for open communication (lurkers are more likely to be more active)

• Other external and environmental factors

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