Two-thirds of employees in the US and Canada express a desire to engage in challenging conversations at work, according to a report by Achievers Workforce Institute (AWI). 

This institute, the research arm of Achievers, conducted a survey of 1,500 employees to explore the significance of these conversations, which involve addressing sensitive business, societal, or personal matters in the workplace while prioritising employees' overall well-being. 

Despite this eagerness, one-third of employees feel uneasy discussing difficult topics with their managers, indicating a need for improvement in fostering open communication channels. 

Trust in managers emerges as a crucial factor in creating a safe environment for such discussions, underscoring the importance of equipping managers with skills to build trust among their teams. 

Caitlin Nobes, head of Workforce Research and Content at Achievers Workforce Institute, notes a shift in employee-employer dynamics, with modern employees advocating for more transparency and acknowledgment of their diverse needs. 

This shift includes a growing expectation for companies to take public stances on global events, blurring the line between personal and professional domains. Despite generational differences, there is a consensus among employees regarding the value of casual, light-hearted interactions at work, highlighting the need for organisations to invest in fostering connections among their workforce. 

However, the report also exposes disparities in workplace experiences, particularly concerning women and employees from marginalised groups. Women, in particular, exhibit lower levels of trust in their managers and coworkers and report feeling less safe and recognised at work. 

LGBTQ+ women, women of colour, and women with disabilities face additional challenges, with some hesitant to disclose their identities in the workplace due to concerns about discrimination. 

This underscores the need for organisations to address systemic barriers and implement targeted interventions to support these groups effectively. To address these issues, organisations can focus on improving manager capabilities in facilitating challenging conversations, providing recognition, and fostering coaching and mentorship opportunities. 

By equipping managers with the necessary skills and resources, employers can create a more inclusive and supportive work environment where employees feel valued and empowered to bring their whole selves to work.