Michael Saltzstein Highlights Why Employees Create Silent Workarounds When Processes Don’t Work

 

 

Michael Saltzstein Reveals How Silent Workarounds Reveal Deeper Process Failures

In many workplaces, broken systems stick around not because no one notices, but because no one feels comfortable speaking up. Instead of raising concerns or challenging inefficient processes, employees often create quiet workarounds just to keep things moving. As Michael Saltzstein points out, these behind-the-scenes fixes aren’t signs of creativity or resilience. They are red flags that something important is missing, which is psychological safety. 

 

A workaround may be as simple as using an unofficial spreadsheet instead of a clunky CRM or copying a coworker’s workflow to avoid dealing with red tape. While these silent fixes keep daily operations from stalling, they also mask inefficiencies and prevent systemic improvement. 

 

Why Employees Stay Silent 

The silence surrounding broken processes often stems from fear of being seen as negative, resistant, or difficult. In hierarchical or politically charged workplaces, employees may feel that pointing out flaws could put them at odds with leadership. Others may believe it’s futile to report issues that never seem to be addressed. 

 

This reluctance to speak up is especially common in cultures where politeness or deference is valued over candid dialogue. In such environments, workers learn to adapt rather than challenge themselves, internalizing the belief that survival means staying quiet. This silent conformity eventually becomes institutionalized, making it harder to fix what is broken. 

 

The Hidden Cost of Workarounds 

Though workarounds may appear harmless, they introduce inconsistency, risk, and inefficiency. Processes that rely on individual memory or informal tools are difficult to scale and prone to error. Over time, these inconsistencies can damage data integrity, confuse new hires, and undermine cross-functional collaboration. 

 

Workarounds also create unequal workloads. Some employees may spend extra time fixing or redoing tasks that others avoid. This hidden labor is rarely acknowledged in performance evaluations, despite its critical role in keeping operations afloat. These “ghost efforts” silently drain morale and contribute to burnout. 

 

Encouraging Open Dialogue to Address System Failures 

Fixing the culture of silence starts with creating a safe environment for feedback. Leaders must move beyond generic invitations like “Let me know if something’s not working” and actively solicit honest input. Questions such as “What are we tolerating that we shouldn’t be?” or “Where are you improvising to get things done?” can open the door to meaningful discussion. 

 

Regular team reviews of workflows, anonymous feedback channels, and leadership modeling vulnerability are all powerful tools for surfacing the unsaid. When employees see that their concerns are heard and acted upon, they become more willing to share what is not working. 

 

Turning Workarounds into Insights 

Not all workarounds are a waste. In fact, many are surprisingly clever. When organizations take the time to notice these informal solutions, they often find valuable opportunities for real improvement. The people on the frontlines usually have the clearest view of what’s not working and often come up with practical fixes that actually meet the day-to-day needs of the job. 

Michael Saltzstein stresses that when organizations welcome this kind of insight, they don’t just fix broken processes. They also build trust and boost engagement. By recognizing and valuing employee experience, leaders can turn quiet workarounds into active involvement and start solving problems from the inside out.