Trust is often described as the foundation of a healthy workplace. Yet many organisations may be overestimating how much trust employees actually feel.
Recent research from Investors in People found that 61% of employees regularly “cover themselves” at work, whether that means keeping emails, saving screenshots or creating paper trails to protect themselves. Even more concerning, 65% said they had avoided raising concerns or speaking openly about something at work in the previous six months.
For HR professionals and business leaders, these findings raise an important question: what is driving this behaviour, and what does it mean for your organisation?
What Does ‘Covering Yourself’ Look Like?
Most employees are not deliberately being difficult or distrustful. In many cases, covering themselves is a response to uncertainty.
It might look like:
- Keeping extensive records of conversations
- Copying additional people into emails
- Avoiding decision-making without written approval
- Hesitating to challenge poor processes or behaviours
- Staying silent about concerns or mistakes
While some level of documentation is sensible, widespread defensive behaviour can indicate that employees do not feel psychologically safe. When people worry about blame, criticism or negative consequences, they naturally focus on self-protection rather than collaboration.
The Hidden Cost to Your Business
A culture where employees feel the need to constantly protect themselves can have significant consequences.
Decision-making slows down because people seek multiple layers of approval. Innovation suffers because employees become less willing to take calculated risks. Communication becomes less open, with concerns remaining hidden until they become larger problems.
The same Investors in People research found a disconnect between leadership perceptions and employee experiences. While 82% of HR leaders believed employees were trusted to use their judgment, employee behaviour suggested many still felt the need to protect themselves.
This gap matters. If leaders believe trust levels are high when employees feel otherwise, critical issues may go unnoticed for longer.
Why Employees Stay Silent
Employees rarely withhold concerns without a reason.
Sometimes they fear being blamed if something goes wrong. In other cases, previous experiences may have taught them that speaking up changes nothing. Some may worry about how concerns will affect future opportunities or relationships with colleagues and managers.
Other research highlights similar patterns. Studies on workplace wellbeing have found that many employees feel pressure to hide challenges or appear fine, even when struggling. This tendency to conceal concerns can negatively affect engagement, productivity and retention.
When people do not feel comfortable sharing problems, organisations lose valuable insight into what is really happening on the ground.
Creating a Culture of Trust
Building trust requires more than policies and statements. It comes from consistent leadership behaviours.
Start by encouraging open conversations and responding constructively when employees raise concerns. Train managers to handle feedback without becoming defensive. Recognise employees who identify problems and suggest improvements, rather than focusing solely on outcomes.
Regular check-ins can also help uncover issues before they escalate. Employees who feel heard are far more likely to contribute ideas, challenge assumptions and take ownership of their work.
Most importantly, ensure that mistakes become learning opportunities rather than occasions for blame – both on paper and in practice.
Trust Is a Competitive Advantage
Trust is not simply a cultural aspiration; it is a business advantage. Organisations where employees feel safe to speak openly tend to benefit from better collaboration, stronger engagement and faster decision-making. They are also more likely to attract and retain high-performing talent.
If your people feel the need to constantly cover themselves, it may be time to look beyond processes and ask a deeper question about workplace culture.
Get in touch for help building high-performing teams on 020 7870 7177.