The silent struggle: Fear of speaking up at work hurts wellbeing

Published on 31 July 2024

Safety at work means more than physical security; it includes the psychological safety to speak up without fear.

Have you ever offered a suggestion at work only to be shot down or ridiculed? Or do you perhaps feel disrespected or isolated in your job?

If you answered "yes" to either of these questions, you might be in a psychologically unsafe workplace.

Traditionally, the term 'workplace safety' is often associated with an environment that is free from physical hazards. However, the importance of the psychological aspects of employees' wellbeing has come to the fore in recent years.

After all, since most of us spend the majority of our waking hours at work, a psychologically unsafe workplace can significantly impact one's mental and emotional health.

“For many people, work is more than just about earning a salary,” said Ms Koh Xin Yu, Senior Clinical Psychologist, Department of Psychological Medicine, National University Hospital (NUH). “We work to fulfil other needs, such as a sense of achievement and the value it holds for us. If these needs are not met, it can affect us negatively.

Recognising the signs of distress

Workplaces are shaped by people, organisational structures, and cultures—not just by work tasks. However, certain insidious factors can gradually impact your mental health without you realising it. For instance, stress can accumulate slowly, leading to persistent feelings of low energy or burnout. Tasks that once seemed manageable might now feel overwhelmingly difficult.

“You may start having critical thoughts, a negative outlook, and have feelings of underappreciation and low confidence,” Ms Koh shared. “Emotionally, you might experience anger, frustration, a sense of isolation or dread, be easily irritated or constantly worried.”

Ms Koh noted that it can also be hard to enjoy the things you used to if you feel threatened, have to constantly be on your guard, or are worried about how people perceive you. 

Your stress may also manifest through physical symptoms such as a racing heart, chest tightness, and difficulty breathing. These symptoms can escalate, affecting work relationships, personal life, and overall health, leading to issues like sleep disturbances and appetite changes. Day-to-day functioning may also be affected—to the point where you gradually stop taking care of yourself, neglect exercise, binge eat, or even start drinking alcohol to cope.

Subtle factors — such as unclear job roles and ambiguous expectations — can also build resentment and fear, impacting performance and self-esteem. Recognising these signs is the first step towards addressing the issue and seeking solutions.

“When people are controlled by fear or resentment, they won’t feel good, and this will impact not just their work performance but also the teams and organisational culture,” said Ms Koh. “On a more personal level, their self-worth and self-esteem take a hit, and they feel a lot of resentment about the disparity in expectations.” 

Feeling helpless at work can trigger various coping mechanisms, from shutting down to pushing on without addressing the core issues. This can lead to what’s known as ‘quiet quitting,’ a recent phenomenon where dissatisfied employees do the bare minimum to get through the day.

Stop before it gets too late

So, what can you do if you find yourself in such a situation? Ms Koh advises coming to terms with the fact that you are in an unhealthy situation, and turning to trusted individuals — be it friends, partners or colleagues — to discuss your problems, as doing so can offer new perspectives and solutions. Additionally, talking to others can help clarify if you are in a situation of abuse and guide you in discussing the necessary actions to take. 

Recognising that workplace issues are not personal failures, but shared experiences, can be liberating. “It’s better to focus on factors within your control, such as your responses and actions, rather than those beyond your reach,” she said, adding that it is worth attempting to initiate communication with your human resources colleagues and supervisors or reaching out through employee assistance programmes.

Leaders must also walk the talk, ensuring their actions match their words to build trust and respect. They should create an environment where employees feel empowered to express ideas and concerns safely, fostering a culture of honesty and mutual support. “By taking proactive steps and encouraging open dialogue, leaders can contribute to creating a more psychologically safe and supportive work environment,” she added.

A psychologically safe work environment is built on mutual respect and open communication. It acknowledges that individuals have different strengths and thoughts, accepting disagreements and conflicts as part of the growth process. In such an environment, curiosity replaces the fear of differing opinions, allowing teams to address issues and needs collaboratively. Clear boundaries and job expectations are crucial, with continuous discussions to align roles and responsibilities. 

Effective communication is also key. When employees understand the reasons behind their tasks and leaders express appreciation openly, it creates an environment that prevents misunderstandings and fosters strong relationships.

Building trust and safety requires everyone’s effort, with leaders playing a pivotal role by demonstrating respect and consistency between words and actions. This culture enables employees to express themselves, take risks, and grow without fear of judgement or retaliation.