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As employee activism grows across the Australian Workplace, employers often fear the potential pitfalls when the purity of its occurrence should instead be celebrated.
Employee activism remains a contentious subject among workplace circles, with many employers fearing the repercussions or potential pitfalls that can manifest when it arises within an organisation.
According to Michelle Gibbings, workplace expert and award-winning author, organisational leaders and HR teams often view employee activism as a disruptive force because it “challenges established hierarchies and introduces uncertainty into organisational dynamics”.
According to Rebecca Moulynox, workplace expert and ANZ general manager of Great Place To Work, employee activism highlights growth within an organisation.
“Is it really activism if employees are simply telling us the truth? I believe what we’re witnessing isn’t a cultural revolution – it’s employees finally feeling safe enough to voice what they’ve always wanted. The data is clear: organisations excel when they genuinely listen to their people,” said Moulynox.
“At Australia’s Best Workplaces, 92 per cent of employees feel management genuinely seeks their input. These aren’t radical demands – they’re asking for flexibility, mental health support, and leaders who walk their talk. When organisations deliver, employees are 27 per cent more likely to feel excited about their work and three times more likely to stay when given choice.
“What strikes me is that 94 per cent of employees trust leaders who demonstrate genuine care. This isn’t new – employees have always craved authentic leadership and meaningful work. The difference now? They’re no longer afraid to ask for it.”
According to Moulynox, smart organisations have already to this phenomenon by listening to their employees, and their businesses are benefiting from it in numerous ways.
“The smartest organisations have cracked the code: listening to employees is brilliant business. When people feel heard, they generate six times more innovative ideas and are 56 per cent more likely to experience innovation opportunities,” said Moulynox.
“This translates directly to results – high-trust companies achieve three times the revenue growth and are two times as likely to exceed financial targets. Our Best Workplaces see 70 per cent of remote employees planning to stay long term versus 58 per cent of onsite workers without flexibility. They also see 74 per cent higher productivity and 40 per cent less burnout.”
Moulynox argues that it’s not activism; instead, organisations are finally seeing honesty and trust formulate in their workplace.
“The formula is simple: when employees trust their leaders, have pride in their work, and enjoy their colleagues, extraordinary things happen,” she said.
“Perhaps this ‘shift’ is simply employees finally having the courage to articulate what makes them thrive. When businesses truly listen and act on employee feedback, everyone wins. Higher retention, better productivity, stronger cultures.
“It’s not activism. It’s honesty. And it’s about time we celebrated organisations brave enough to listen.”
RELATED TERMS
An employee is a person who has signed a contract with a company to provide services in exchange for pay or benefits. Employees vary from other employees like contractors in that their employer has the legal authority to set their working conditions, hours, and working practises.
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
