Bridging the Culture Gap: Why Employees Feel Out of the Loop (And How to Fix It)

Years ago, I sat in a staff meeting where significant organizational changes were announced that would affect the entire organization. However, the immediate changes would impact middle managers and employee-level staff. While the executive team spoke with enthusiasm about what was to come, I watched as my co-workers listened but remained quiet. Some people nodded, and very few asked questions.

Later that week, I heard comments such as, “I don’t understand what’s going on here,” and “Why does it feel like leadership won’t be impacted by this at all?” That’s when I realized the responsibility a leader has in delivering messaging that not only lands but also connects with employees during times of uncertainty.

You see, the changes not only affected the organization, but they would impact each employee at every level, right up to the CEO.

Unfortunately, the initial communication with staff fell short of helping employees understand the full picture, resulting in confusion and frustration.

That moment has stayed with me, and I often reflect on it in my work as a company culture and internal communication consultant. It underscored a broader reality: Employees often feel disconnected from leadership—not out of indifference, but because of a lack of clear, consistent, and meaningful communication.

According to Trade Press Services, 74% of employees feel they’re missing out on company information and updates. Additionally, Workforce reports that 60% of companies don’t have a long-term strategy for internal communications. When teams don’t understand the “why” behind decisions, even the most promising strategies are likely to fall flat.

For people leaders—specifically those holding vice president and senior-level roles—company culture and internal communication need to be closely aligned. When employees feel that their company culture is one that is built on trust and inclusion, they feel more aligned with the organization in times of impactful change.

As a leader, here’s what you can do now

• If your organization is in the midst of change, don’t wait until every detail is finalized to share updates or inform employees. The longer you wait, the more distrust you are sowing, so share progress and context often.

• Over-communicate information on why a change is occurring. This builds connection and creates allyship from employees, not just acceptance.

• Create a strategy for executive updates. Build your transparency muscle by deciding to regularly inform employees about updates.

When employees aren’t surprised by changes after they happen, engagement is more likely to grow.

The Leadership Signal The Leadership Signal is where we will offer one quick communication tip that you can implement today!

If you lead a team—or lead leaders—try this simple pulse check by asking:

“Is there anything about our current direction that feels unclear or disconnected from your day-to-day work?”

This question encourages dialogue without putting employees on the spot. The goal is to show that even amid organizational change (or on a random Wednesday), you’re listening, and you care.

Try sending this as a one-line email to staff or proposing the question in your next team meeting. Even one honest response from an employee could change how you lead this week.

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