Walking on Eggshells at Work: What It Really Means (and How to Stop It)
Feeling like you have to measure every word at work? Discover what “walking on eggshells” really means, why it happens, and how it impacts your company’s culture and success.
Introduction
Have you ever been in a meeting where a knife could cut the atmosphere, your words measured, your jokes carefully self-censored — almost as if any wrong move could “crack” something? Congratulations, you’ve been walking on eggshells.
In today’s corporate world, the phrase is everywhere — whispered over coffee, mentioned in exit interviews, and muttered in Slack DMs after an awkward one-to-one with management.
But where did this phrase come from, and what does it really mean when employees feel this way in the workplace?
The Origins of “Walking on Eggshells”
The phrase itself dates back to at least the 1800s, meaning “to proceed with caution.” The visual is pretty powerful: if you were literally walking on eggshells, you’d tread lightly to avoid making a mess.
In a workplace context, “walking on eggshells” means that employees are carefully managing their behaviour — tone, choice of words, even body language — to avoid upsetting someone, usually a person with authority or influence.
Why Employees Feel Like This
There are many reasons employees end up in “eggshell mode.” Some of the most common include:
- Authoritarian leadership: Bosses who react strongly to criticism or mistakes create a culture of fear.
- Unpredictable personalities: Colleagues who are volatile or inconsistent make everyone tread carefully.
- Past negative experiences: Employees who have been publicly humiliated, ignored, or reprimanded before are less likely to speak freely.
- Office politics: When promotions, recognition, or even job security feel tied to staying on the “right side” of certain people, workers become hyper-cautious.
A 2023 SHRM study found that 42% of employees in toxic workplaces report withholding ideas to avoid negative consequences.
That’s not just bad for morale — it’s bad for innovation.
Are There Workplace Policies for This?
Directly? No. Most HR manuals don’t say, “Be careful what you say around Karen in Finance.” But there are policies around respect, dignity at work, and psychological safety.
Forward-thinking organisations even include guidelines for constructive feedback and inclusive communication — not so that you’re afraid to speak, but so you feel safe to speak.
Companies with clear policies on communication culture are more likely to have higher engagement scores, which translates to better productivity and retention.
James Mason
The Business Impact: Does This Hurt Performance?
Absolutely. Walking on eggshells slows everything down:
- Communication suffers — people stop sharing honest feedback.
- Innovation stalls — employees avoid pitching risky ideas.
- Engagement drops — team morale takes a hit, leading to higher turnover.
In fact, Gallup’s research shows that teams with high psychological safety have 27% lower turnover and 50% higher productivity compared to those in fear-based environments.
Is This Silencing Freedom of Speech?
In a sense, yes — though it’s not a constitutional issue, it’s a cultural one. If employees feel that speaking up will get them punished, they self-censor.
This is why anonymous feedback channels, skip-level meetings, and open-door policies exist — they help ensure that people can voice concerns without fear of retaliation.
Does This Relate to Workplace Secrets?
Walking on eggshells often ties into “things we don’t talk about.” Every workplace has its unspoken rules, taboo topics, and hush-hush politics. Maybe it’s the CEO’s temper, the failed project that caused a disaster that’s never mentioned, or the colleague who mysteriously disappeared from Slack.
When employees spend more energy avoiding conflict than solving problems, those secrets grow — and culture quietly erodes.
James Mason
The Ultimate Eggshell Question: “Can I Have a Pay Rise?”
If there’s one question that makes every employee feel like they’re walking on the thinnest of eggshells, it’s this one:
“Can I have a pay rise?” 🥚💸
This is the corporate equivalent of walking into a lion’s den with a steak strapped to your chest. The room goes quiet, your palms sweat, and you start rehearsing your pitch like you’re on Dragon’s Den.
Why does this feel so risky?
- You don’t want to seem ungrateful.
- You fear rejection — or worse, retaliation.
- You worry it might affect how your boss sees you going forward.
But here’s the truth: companies expect pay conversations. They budget for them. The fear is often worse than the reality. And statistically, those who ask for a raise (politely and with evidence) are 25% more likely to get one compared to those who never bring it up.
Walking on eggshells forever doesn’t get you a bigger paycheck — but a well-timed, well-prepared conversation might just crack open new opportunities.
James Mason
Breaking the Eggshells: How to Move Forward
Walking on eggshells might feel safe in the moment, but over time, it keeps you small — and keeps the business stagnant. A workplace thrives when people can speak freely, share ideas, and even challenge the status quo without fear of breaking anything.
So here’s the challenge: stop tiptoeing.
Start with small steps:
- Speak up in meetings — even if it’s just to agree with a good idea.
- Give honest feedback — respectfully, but clearly.
- Ask the big questions — yes, even the ultimate one: “Can I have a pay rise?”
Cracking those eggshells isn’t about being reckless — it’s about building a culture where nobody has to tiptoe just to survive the day.
Remember, a team that talks openly is a team that solves problems, innovates faster, and actually enjoys coming to work. And if your workplace punishes you for breaking an eggshell or two? That says more about the culture than it does about you.
