2025: All the Elephants That Keep Popping Need Some Rest - The Case of Blocking Criticism in Employee Comments

One of the most essential aspects of leadership is listening carefully to criticism. Even harsh or blunt criticism reflects that people care enough to share their thoughts because they believe it can make a difference. In contrast, when someone no longer cares or has lost faith in their voice being heard, they are more likely to stay silent—or take action to leave.

Recently, an article by The Wall Street Journal (link in the first comment) highlighted how JPMorgan Chase disabled employee comments following backlash over return-to-office policies. While the intent might have been to contain negativity or protect the company's image, the long-term effects of silencing criticism can be far more damaging to employer branding and employee engagement.

1. The Risks of Silencing Criticism

   
   

   1. Silenced Voices Breed FrustrationWhen employees cannot express their thoughts or concerns, frustration festers. This creates a divide between leadership and the workforce, fostering disengagement and mistrust.

   2. A Missed Opportunity for GrowthEven "bad" criticism often carries valuable insights. Harshly worded grievances can highlight blind spots or misaligned priorities within the organization. Ignoring them doesn’t make them disappear; it pushes the conversation underground.

   3. Employer Branding at RiskTransparency is a cornerstone of trust. In a world where workplace experiences quickly become public on platforms like Glassdoor or LinkedIn, blocking criticism sends a clear message: "We don’t want to hear you." This perception can discourage top talent from joining and harm the company’s reputation.

      
      
      
      

   What’s the Alternative?

   
   

   1. Lean into the FeedbackFoster open, two-way communication to show employees that their voices matter. Listen actively, address concerns constructively, and be transparent about decisions. Even if the criticism is tough to hear, showing employees that their input is valued builds trust.

   2. Turn Criticism into CollaborationInstead of shutting down dissent, use it as a springboard for innovation and improvement. Employees are far more likely to engage when their input drives meaningful change.

   
   

   
   

   Final Thoughts

   
   

   Blocking criticism might seem like the easy way out, but it’s a step away from building a stronger, more connected workplace. By leaning into feedback and fostering a culture of collaboration, organizations can transform criticism into a powerful tool for growth and engagement. Transparency and trust are not just buzzwords—they are the foundation of sustainable leadership in 2025 and beyond.