Shelby Bocharski is human resources administrative coordinator at Real Estate Support Systems and host of podcast HR After Dark with Shelby.
In the ever-evolving landscape of human resources, clear and timely communication in the workplace is not just a courtesy — it’s a necessity. Moreover, consistent communication is the backbone of effective workplace management.
The confusion being sown throughout the federal government — primarily by the newly established Department of Government Efficiency — provides an unfortunate example of what happens when communication is sporadic and uncoordinated.
Communication failures create unnecessary risk, increase the burden on HR professionals and contribute to a culture of uncertainty which can erode trust within an organization.
Any HR professional with experience in compliance, employee relations and policy development knows firsthand how the absence of structured communication can create unnecessary risks. Without a unified response strategy, HR teams and managers are left interpreting policies on their own, which not only leads to misalignment but can also create liabilities if responses do not adhere to regulatory standards.
Impact on employee trust and engagement
When change is afoot, employees first look to leadership for clarity, and inconsistent communication will lead to frustration, disengagement and a lack of confidence in leadership.
Trust is a fragile yet essential component of workplace culture. When employees feel leadership is not providing the guidance they need, they may begin to question whether the organization truly has their best interests in mind.
The widespread confusion from DOGE emails — both the “Fork in the Road” email and one demanding workers outline their duties — makes evident there is a breakdown in communication between DOGE and other departments.
It’s easy to see how how such shortcomings can erode employee trust and engagement.
Legal and compliance implications
From a legal perspective, ambiguity in response protocols can open the door to potential compliance violations, whether through improper handling of sensitive information, inconsistent disciplinary actions, or lack of adherence to policies.
Consider the implications of inconsistent policy enforcement: If one department is advised to respond to DOGE emails in one way while another is given different instructions, it creates an environment where compliance violations become inevitable.
Regulatory bodies such as EEOC, OSHA and DOL have little tolerance for organizations that fail to enforce policies uniformly. Failure to do so can lead to investigations, penalties and potential lawsuits — particularly in cases of discrimination, safety violations or wage disputes.
A call to action for leadership
What can organizations do to address communication gaps? First and foremost, leadership must recognize that communication is not just an HR function but rather a strategic imperative.
HR leaders must advocate for proactive communication strategies. This includes clear policies, regular training and open channels for employees to seek guidance when faced with uncertain situations. As HR professionals, we are the bridge between leadership and the workforce and when gaps arise, it is our responsibility to push for clarity.
Silence is never a strategy; it’s a liability. The failure to provide clear communication on critical compliance matters not only creates unnecessary risk but also undermines employee trust and organizational integrity — as evidenced by a surge in federal workers at DOGE-targeted agencies looking to jump ship. Organizations cannot afford to leave compliance to chance and leave employees floundering without clear direction.
Correction: In a previous version of this article, the author was misidentified. Shelby Bocharski penned this opinion piece.
