Some employees from certain cultural backgrounds see speaking candidly to supervisors as dangerous or forbidden, making them reluctant to share feedback. Managers can help by asking open-ended questions, investigating the employee's background, and consulting cultural-communication experts to build a more inclusive workplace.
Because again, they may come from a culture where speaking up and saying what's on your mind or your candid feelings to your boss or supervisor is forbidden. It's a dangerous thing to do. Actually, to be honest, in many workplaces in Canada, for many Canadians born and raised here, there is that assumption. Okay, well, I don't want to tell my boss what I really think. But just starting that, starting the conversation directly with them. Again, but as I said, and that's the engaging with the curiosity, asking questions, but the A part is assessing possibilities, which means you don't just go to one source. So it may be, maybe they do tell you what's on their mind, or maybe they're a little more reluctant. So then what you do is try to investigate, okay, so what culture are they from? What resources can I find? There are people like myself, of course. We talk about, about cultures, cultural divide, cultural communications. There are a lot of resources out there.
