Workplace rules are there to get everyone on the same page, promote discipline, and ensure no task goes unfinished. However, not all policies are fair or logical in employees‘ eyes, which pushes them to protest them a little.

Redditor Moxiesa did the opposite when the new ‘no abbreviations’ rule hit her job. And even though she followed it to the letter, she still got penalized, proving that their policy made no sense in the first place.

Scroll down to find the full story and a conversation with communication author and researcher Višnja Vujnović, who kindly agreed to answer a few of our questions.

Workplace rules are important, however, not every employee agrees with them

Image credits: Mizuno K / pexels (not the actual photo)

This woman also wasn’t exactly ecstatic about a new work policy but still decided to maliciously comply and outsmart the management

Image credits: Leeloo The First / pexels (not the actual photo)

Image source: moxiesa

Voicing disagreement at work can be beneficial for productivity, relationship-building, and creativity

Workplace policies are crucial so that employees have a guide for day-to-day operations and decision-making. However, in companies full of workers with varying skill sets, perspectives, and experiences, agreeing with rules is rarely possible.

But that doesn’t always have to be a bad thing, as voicing disagreement at work can be beneficial for productivity, relationship-building, and creativity. When differing ideas are explored, it can result in a breakthrough in thinking. Otherwise, ‘groupthink’ forms, which typically leads to unchallenged, poor-quality decision-making and discourages innovation.

When opposing opinions and ideas clash, producing a beneficial outcome, it can be referred to as ‘positive conflict’. In addition to enhancing creativity, innovation, and relationships, it helps employees to grow personally and professionally.

Participating in constructive disagreements allows employees to challenge their own views, expand their knowledge and skills, and gain a broader perspective. It also pushes them to step outside their comfort zone and learn from others’ experiences and ideas. Meanwhile, positive conflict can help organizations identify underlying issues and areas for improvement. It additionally provides feedback on practices and policies, which can result in organizational growth and positive change. 

Communication author and researcher Višnja Vujnović says, “I am convinced that disagreement itself should not carry a negative connotation, although for most people the first thing that comes to mind when they hear this term is some form of opposition.”

But if disagreement is expressed at the right time and in an appropriate manner, it has the potential to improve performance and work policies, says Vujnović. “In this case, disagreement is not opposition but rather an effort to enhance things through different ideas. If employees have such an attitude, they will be more successful in expressing their disagreement.

On the other hand, it is important to remember that creating a workplace culture where individuals can freely express their disagreement without fear of negative consequences requires establishing psychological safety.”

A big part of being able to voice one’s opinions in the workplace relies on the workplace culture

“The responsibility for creating psychological safety in the workplace primarily lies with the company itself,” continues Vujnović. “This means that even an extroverted person, who might typically be inclined to express their disagreement, will be restrained in an environment that lacks psychological safety.

Therefore, employers must encourage employees to share their opinions, provide feedback, and value their thoughts and ideas. Only in this way can employee satisfaction be achieved, which in turn influences their productivity and performance.”

Voicing an opinion that is different from the consensus can also feel more comfortable if the employee knows when the right time to speak up is. A great moment to share one’s thoughts is when they have an idea for improvement. If a team member has something innovative to contribute to a project, they should feel free to share it. Every leader appreciates employee contribution as it can significantly improve work processes.  

Another opportunity to air one’s ideas is when one identifies an issue with a workflow, certain situation, or feedback. However, it has to be done in a respectful and constructive manner. This means finding the appropriate moment, choosing the right words, and keeping it impersonal. 

Readers in the comments suggested even more ways the author can beat management at their own game

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