Do we really say what we mean?
Navigating British Workplace Mannerisms and Communication Styles
British workplace communication can be full of subtlety, understatement, and an often baffling mix of politeness and indirect speech. For non-native English speakers, decoding these nuances can be a challenge. But it's not just them—neurodivergent individuals, particularly those with autism or ADHD, may also struggle to interpret unwritten social rules and workplace cues.
At Oxford People Solutions, we see firsthand how these communication gaps can impact workplace relationships, productivity, and overall team dynamics. So, how can businesses foster clearer, more inclusive communication?
What We Say vs. What We Mean
British workplace culture values diplomacy, but that often leads to ambiguity. Here are some common phrases and their true meanings:
“That’s an interesting idea…” → I don’t agree, but I’m too polite to say so outright.
“I might have a few concerns…” → This is a bad idea, and we need to rethink it.
“Let’s revisit this later.” → We probably won’t.
“I was a bit disappointed.” → I’m actually very unhappy about this.
“With all due respect…” → Brace yourself—strong criticism is coming.
Or some less obvious ones…
“It’s fine.” → It’s absolutely not fine.
“Not bad.” → Surprisingly good, actually.
“It could be better.” → This is terrible.
“I’ll bear it in mind.” → I will forget about this immediately.
For employees accustomed to more direct communication styles, these phrases can feel frustrating or misleading.
The Challenge for Neurodivergent Employees
For neurodivergent individuals, particularly those with autism or ADHD, workplace communication can feel like a constant puzzle. Indirect language, sarcasm, and unwritten rules create unnecessary stress and confusion. Misinterpretations can lead to misunderstandings, strained relationships, and even workplace conflict.
As HR consultants, we advocate for clear, direct, and inclusive communication. Businesses that prioritise this create stronger, more collaborative teams.
How Cultural Training Can Help
If your business wants to improve workplace communication, cultural awareness training is a great way to do this. One excellent option is Willow & Puddifoot’s Communication & Culture Training. Their workshops help teams navigate cross-cultural and interdisciplinary communication challenges, reducing misunderstandings and improving collaboration. With practical strategies tailored for up to 16 participants per session, these workshops offer actionable insights businesses can implement immediately.
Practical Steps for More Inclusive Communication
Want to improve communication in your workplace? Start with these key steps:
Encourage directness – Create a culture where clarity is valued over vague politeness.
Encourage questioning - Create an environment where you are open to being questioned, and you really listen to those questions and carefully consider your response. Some people just need extra clarity, and it’s ok to not have all the answers.
Check for understanding – Don’t assume everyone has grasped the intended meaning.
Provide written follow-ups – Reinforce verbal conversations with clear, written summaries.
Avoid sarcasm in important discussions – What might seem lighthearted to some can be confusing or misleading to others.
Offer communication training – Invest in workshops that address cultural and neurodiversity challenges.
Final Thoughts
Whether your team includes non-native English speakers or neurodivergent employees, prioritising clear and effective communication leads to a stronger, more inclusive workplace.
At Oxford People Solutions, we help businesses build positive work environments through Retained HR Services and Freelance HR Support. If you need guidance on creating a more inclusive and productive workplace, get in touch with us today.
