Why unclear expectations and lack of feedback are rising psychosocial risks.

Poor communication at work is more than a productivity issue — it’s a psychosocial hazard. Learn how unclear expectations and silence impact psychological safety.

When Lack of Communication Feels Like Neglect

You’ve missed another project update. Your manager hasn’t clarified expectations. Feedback is vague — or worse, completely absent. You leave meetings more confused than informed. Sound familiar?

For many professionals, especially in high-stress or rapidly changing workplaces, the real threat to their wellbeing isn’t workload — it’s poor communication. Unclear direction, inconsistent feedback, and silence from leadership are becoming rising psychosocial hazards, affecting motivation, morale, and psychological safety.

“People don’t burn out because they’re busy. They burn out because they feel unheard, unsupported, and unsure.”

The Cost of Silence: How Poor Communication Impacts Psychological Health

According to Gallup’s 2023 Workplace Study:

• Only 32% of employees strongly agree that they know what’s expected of them at work.
• Teams with low communication clarity see 50% higher turnover and 20% lower productivity.

Poor communication isn’t just an operational flaw — it’s a psychosocial hazard that contributes to chronic stress, frustration, and emotional exhaustion.

Common Communication Gaps That Harm Wellbeing

• Unclear Expectations: Employees constantly second-guess what’s required, leading to anxiety and reduced confidence.
• Lack of Feedback: Without constructive input, individuals feel invisible or directionless.
• Mixed Messages from Leadership: Contradictory goals and shifting priorities create instability.
• Silence During Change: When transformations happen without open dialogue, it fuels fear, gossip, and disengagement.

Each of these issues chips away at psychological safety — the belief that one can speak up, seek clarity, and make mistakes without fear.

How Poor Communication Creates a Toxic Work Culture

• Increased Stress and Burnout: Constant uncertainty elevates cortisol levels and emotional fatigue.
• Conflict and Blame Culture: Teams with unclear direction often fall into finger-pointing and defensive behaviours.
• Isolation and Withdrawal: Employees may disengage or avoid collaboration when they feel unheard or confused.
• Loss of Trust: Consistent lack of communication erodes confidence in leadership and decision-making.

How HR Leaders and Managers Can Improve Communication for Psychological Safety

1. Make Expectations Explicit
   Use written briefs, shared goals, and regular check-ins to clarify roles and responsibilities.
2. Train for Constructive Feedback
   Create a culture of continuous feedback — not just annual reviews. Empower managers with training on positive reinforcement and growth conversations.
3. Encourage Upward Communication
   Foster psychological safety by inviting questions, dissent, and idea-sharing without consequence.
4. Be Transparent During Change
   Don’t leave employees in the dark. Use clear, timely, and consistent messaging during reorganisations, tech rollouts, or leadership changes.
5. Use Multi-Channel Communication
   Not all teams process information the same way. Use a blend of meetings, written updates, and visual tools to reinforce key messages.

Communication as a Wellbeing Tool

Clear communication supports more than workflow — it supports the whole person. When people know what’s expected, feel seen, and receive meaningful input, they:

• Experience less stress and anxiety
• Feel more confident and connected
• Are more likely to seek help when struggling
• Are better aligned with organisational goals

Conclusion: In today’s complex workplaces, silence isn’t neutral — it’s damaging. HR leaders and managers must recognise poor communication as a psychosocial risk and take active steps to build clarity, connection, and trust.

Explore our training in Managing Work-Related Psychological Health and Safety to help your leaders and teams communicate with purpose, empathy, and impact.