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Preacher and author Leroy Brownlow once said, “There are times when silence has the loudest voice.” Of course, what he did not say is exactly what that applies to. Though I agree with him, I think there are some very definite positive and negative effects of being silent, especially in uncertain times. I think there are times when silence is needed more than a loud voice, and conversely I think there are times when a loud or at least a consistent voice is needed.

There is no doubt that we are facing the most uncertain times my generation has ever seen. Every day it seems there is news about companies laying off hundreds if not thousands of workers across the country. Listen to enough news and you will find it very difficult to even want to get out of bed in the morning.

This has a definite effect on the morale of employees, no matter what may be going on in the company, good or bad. The external barrage of uncertainty in the lives of American workers will chip away at the morale of your employees. They will feel that their jobs are threatened – even if they aren’t. They will think that at any moment they are going to be called into the office and given the bad news. Every manager approaching an employee and unexpectedly saying, “Can I see you in my office?” will be met with increased suspicion.

By the way, this is normal behavior for people in the world of work. Why, you ask? Because most companies would rather remain silent than address their employees’ concern about what is really going on and what the outlook is going to be or already is. Silence can and will sap morale, and productivity will drop as a result. Companies need to overcome the fear of disseminating needed information, even if it is negative in times like these.

When times are tough, people turn to work as their refuge and their security. When that seems to be eroding, they feel as if there is no stability in their life and their work effort decreases. I believe companies should release information to their employees at a level that makes sense. I also think it should not be a one-time hit but should be ongoing on a monthly or biweekly basis. I believe if you value your employees and show them that they are valued, they will continue to put out maximum effort for you.

The fear I hear the most is, “Well, we may have to do layoffs, and if I tell the employees it is a possibility, they will quit.” I don’t think that’s true. I think if you tell them it is a possibility, at least they know, and sometimes just knowing makes all the difference in the world. If you have to give that kind of information, then also give a solution – something that needs to happen or keep happening that would help you avoid the layoffs. Increased sales, faster production, more outgoing calls, etc.

This way, they know where to focus their energies, and everyone is now working as a team in the same direction to overcome future uncertainty.

Nick Reddin is the business development manager for Manpower Inc.’s Des Moines office.