Do critical comments belong in the workplace?
This is a question I recently had to confront when my now former employer repeatedly took issue with posts I made on LinkedIn. I most recently posted regarding the Black Lives Matter movement, seeing it not as a political stance but a moral one, and therefore I could not equitably remain silent about oppression, even in “professional” spaces. I also previously posted a reflection of an experience I had in the workplace that left me frustrated and disheartened. I was careful in my wording, because there was a social media policy that I made sure not to violate, but that was not enough. HR came to me and asked me to remove the posts because they were “negative” and did not paint our client in a flattering light.
Now, I’m not naive, I do understand the need to not bite the hand that feeds me, but it made me think…. should I, as an employee, be allowed to advocate for (in this metaphor) more nutritious food when it is available? The squeaky wheel is the one that gets the oil, after all. And calling out your employees when they share their passion for change and a craving for improvement seems a bit …problematic to me.
I will openly admit that I’m not as tactful as the company would have liked, I am blunt and score lower than average in “Agreeability” on a Big Five personality test. I care more about the things I say than what other people think of me, especially when I’m talking about things that are important to me. That did not align well with the much more mild-mannered ways of my colleagues. But when the automatic response to a bluntly worded but valid critique is silencing the critical voice for the sake of appearances —instead of addressing the issue it spoke up about— our priorities as an employee and employer are fundamentally misaligned. Cutting off voices that are raised about workplace concerns does not help the ‘appearance’ you are trying to maintain as an organization, it actually does the exact opposite. What’s more damning: admitting there is a problem so that it can be resolved, or hiding the problem and denying the presence of anything needing resolution? It’s an eerily similar dichotomy that I have seen playing out on a large scale recently: blind nationalism- saying your country is the best and can do no wrong; versus critical patriotism- loving your country, but acknowledging it has issues and striving to resolve them. One is toxic ignorance, the other is a change mindset.
But back to my original question, do critical feelings belong in a professional space? In the mind of that employer, my words had the power to infect an illusion they had built. They had negative value, they dealt damage like a weapon with a high roll in an RPG. My opinion was not complimentary, so it was dangerous by default. That is a unsustainable mindset for an organization to adopt, that can breed toxicity in the workplace.
So then what is a “nontoxic” company to do? After all, here I am pointing a finger at the wrong way to do things; so what do I think is the right way? Well, reflection and evaluation, for starters. That change mindset I mentioned earlier is a great springboard here. Look at your organization, examine your culture, are there any of the red flags Forbes listed here in your workplace? If so, what is the strategy for addressing them? Are you asking for employee input in this process? Are you listening to employee input? Critiques in general are not negative, and I hopefully won’t be the first to say that all criticism can be constructive, if you actually chose to reflect on it and implement reforms based on critical feedback.
A critique is not an insult, it is an opportunity for improvement.
I had this quote emblazoned on my wall at eye level back when I was actually working in the office, and I thoroughly stand by it. I will be putting it up wherever I end up working next. Because I want to know when I am wrong! I will inevitably be wrong, likely quite often, and when I am, I want to be called out. You can’t address gaps in knowledge if you aren’t aware they even exist. I’m not arrogant enough to assume I will be shooting a bullseye every time, or even most of the time. That’s why I want people who are smarter than I am to correct me when I miss the mark, so that next time my aim will be a little bit better. That wasn’t how my company operated though. There wasn’t feedback (good or bad) in real time. Issues were recorded to be addressed later, not in the moment or even at regular intervals. There wasn’t a channel for that valuable two-way conversation.
One of the most frustrating things about the workplace incident I first posted about was that I identified my concerns directly and in-person before posting. I offered thoughtful suggestions that could be implemented to improve the situation in the future, but my advice fell on deaf ears; leadership was not interested in changing something that “wasn’t broken” and that’s exactly what creates a toxic workplace. Employees who identify problems and enthusiastically offer solutions but are ignored…will not stay enthusiastic for very long. They will either give up and become bitter, or they will leave. Because it is a fight they can never win, and I don’t know about you, but I don’t like impossible odds. I need a fighting chance; most employees do. So I left. It wasn’t the way I wanted to leave, and I have to come to terms with that. But it was mutual, because at the end of the day, I didn’t fit in a space where a soft tone of voice was more important than progress. Movers and Shakers get called that because they rock the boat, and now I know: I need to find a place where people aren’t afraid of making a few waves.





