How Much Information Is Too Much Information in Your Workplace?

As direct reports we are always walking around thinking “they don’t tell me anything” and are wishing more information was shared with the people at the bottom.

As managers, we are always thinking about what is best to share, and what information is best withheld.

So how do we know where to draw the line? And how do we know when to cross it (if at all)?

I am a millennial - I know ~gasp~, which means that I show up to work wanting, and expecting, transparency. If I expect to give my whole self and my hard work to my organization, then I expect information to be shared with me accordingly. How am I supposed to do my best work when information may not be available for me to make the best decision?

That said - I also struggle with “total transparency” from a management standpoint. I understand that some information is well, better left unsaid. Sometimes it is for the betterment of the business to exclude certain aspects of the work upper management is doing.

So how can we mend the two?

Currently, my office is going through mid year reviews. Not just personal employee performance reviews, but the reviews of the culture and future of the business - as the employees see it.

I LOVE this aspect of my organization. Thank you for asking for my opinions. And thank you for actually taking action based on the feedback.

This is a very progressive way to understand and help improve employee satisfaction and I am here for it.

But I am also critiquing the way in which this information is shared. Me? Critique? Never.

I propose that there is a formal way to share and discuss feedback in an organization - period. This can be when it comes to employee performance reviews, performance reviews of an organization, or even any structural changes to an organization (hi, I’m lookin at you restructures, RIF, and compensation changes).

Civil Dialogue can be the formal setting and format for managers to divulge information to employees and for employees to express their concerns, feedback, and questions.

Any thoughts on how Civil Dialogue can be employed as a formal setting to discuss information in your own workplace?

P.S. If you notice that most of my posts involve more questions than answers, good - that’s the point. Communication starts with a question, or multiple, and I am here to give space for discussion.