Hourly Employees Aren’t Stupid – They Know When You’re Not Being Upfront
As an employer, you may think that certain topics—whether it's about company finances, expectations, or job security—are better left unsaid, especially when communicating with hourly employees. You might assume that since hourly workers may not have access to the same level of information as salaried staff, they won’t notice when you’re not being upfront with them.
But here’s the truth: Hourly employees are not naive. They are just as capable, observant, and intelligent as any salaried worker. In fact, when they sense that something’s being hidden or that communication isn’t transparent, they are more likely to notice and question it. The assumption that hourly employees won’t notice when something’s amiss or when they’re being misled can lead to distrust, disengagement, and even higher turnover.
In this blog post, we’ll explore why hourly employees are just as attuned to workplace dynamics as anyone else, why it’s dangerous to assume otherwise, and how being upfront with your hourly team can create a more motivated, loyal, and productive workforce.
1. Hourly Employees Are Highly Observant
Whether it’s the shift patterns, the work environment, or the overall mood in the office, hourly employees are keenly aware of what’s going on around them. They know when shifts are being scheduled unfairly, when they’re being overlooked for raises or promotions, and when they’re being expected to work extra hours without proper compensation or acknowledgment.
Hourly employees interact with the day-to-day operations of the business in a way that gives them a unique perspective. They see things that others might not notice, from how policies are applied to how coworkers and managers behave.
Why it’s a problem:
If there’s a gap between what employees are experiencing and what the company is communicating, employees will notice. For example, if management says that the company is struggling but employees notice signs of growth, such as new hires or business expansion, they will likely feel confused or suspicious. Or, if there are promised benefits, perks, or incentives that aren’t delivered, employees will notice—and they will start to feel taken for granted.
How to address it:
Be transparent about the company’s current situation, plans for the future, and any changes to their roles or expectations. When you communicate openly, it fosters trust and ensures that everyone is on the same page.
2. They Know When They’re Being Underpaid or Overworked
Hourly employees are particularly sensitive to issues surrounding pay, scheduling, and workload. They often have more direct contact with the company’s financial operations than salaried employees, simply because they are constantly tracking their hours, paychecks, and benefits. If they notice discrepancies—whether it’s missing hours, lower-than-expected pay, or being asked to take on additional responsibilities without extra compensation—they’ll notice quickly.
Why it’s a problem:
If employees feel they’re being exploited—whether through unpaid overtime, unclear compensation policies, or excessive workloads—they won’t ignore it. In fact, they may become disengaged, start looking for another job, or even file complaints. The longer you wait to address these concerns, the worse the situation will become.
How to address it:
Make sure you are transparent about pay practices, scheduling, and compensation. Ensure that everyone is paid fairly for their time, and be clear about any expectations regarding overtime, shift changes, or workload. Regularly check in with hourly employees to make sure their concerns are being heard and addressed. A little recognition and clear communication go a long way in retaining good employees.
3. They Understand When Job Security Is at Risk
Hourly employees are often the first to feel the impact of organizational changes, whether it’s a slow season, budget cuts, or restructuring. They are more likely to be affected by scheduling changes, reduced hours, or layoffs. However, because they may not always be in the loop about the company’s financial status or operational decisions, they can feel vulnerable and uncertain about their job security.
Why it’s a problem:
When employees sense that their jobs are at risk or that something is "off" but aren’t given a clear explanation, it creates anxiety. Employees who feel uncertain about their future in the company may disengage, underperform, or start looking for other job opportunities. If they perceive that the company is withholding information from them, it can foster a sense of distrust and lead to high turnover.
How to address it:
Be honest about the state of the business, the stability of positions, and any changes that could affect their roles. If layoffs or cutbacks are a possibility, communicate this openly and provide as much notice as possible. Transparency is key when it comes to job security—it helps employees make informed decisions and prepares them for potential changes without feeling blindsided.
4. They Know When Management Isn’t Being Honest or Fair
Employees are often more attuned to the behavior of their managers than we give them credit for. If managers or leaders show favoritism, make promises they don’t keep, or act in a way that’s inconsistent with the company’s values, employees notice. Unfair treatment and lack of consistency in applying policies are often major sources of frustration for hourly workers, especially when they don’t feel like they’re being treated equally or given the opportunities they deserve.
Why it’s a problem:
Employees who feel that they are being unfairly treated or excluded from opportunities will become disengaged, frustrated, and may even file complaints. If employees don’t trust that management is acting in their best interest, it can create a toxic work environment and significantly affect productivity, morale, and retention.
How to address it:
Ensure that management is trained to treat all employees fairly and consistently. Clear communication and setting expectations from the start—about performance, compensation, and conduct—can reduce misunderstandings and foster a culture of mutual respect. Make sure that policies are applied equally to everyone, and don’t make promises that can’t be kept.
5. They Are Looking for Growth Opportunities (And They Know When They're Not There)
Hourly employees are often looking for opportunities to move up the ladder or gain more responsibility. However, when they feel like they’ve been stuck in the same role for too long or that there’s no clear path for advancement, they will notice. If you consistently overlook their contributions or fail to offer them opportunities for growth, they will start to question their value to the company.
Why it’s a problem:
When employees feel like they have no chance for growth or career advancement, they may start to disengage and look elsewhere for opportunities. They won’t stick around forever if they feel their skills aren’t being utilized or recognized.
How to address it:
Offer clear paths for advancement and growth within your company. Provide regular feedback, set measurable goals, and reward hard work. If opportunities for advancement are limited, be upfront with employees about what’s possible, and offer training or new responsibilities to help them build their skills. Employees want to know they have a future with the company—they just need to be shown that it’s possible.
6. They Know When They’re Being Excluded from Important Conversations
Hourly employees often have valuable insights into day-to-day operations, customer feedback, and workplace dynamics. When they feel excluded from key conversations—whether about changes to policies, new initiatives, or company culture—they may feel that their contributions are undervalued or ignored.
Why it’s a problem:
Employees who feel excluded from important conversations can feel disempowered and disengaged. They may start to question the leadership and feel disconnected from the company’s mission.
How to address it:
Involve hourly employees in regular feedback loops and company discussions. When employees feel included and heard, they are more likely to stay engaged and committed to the organization. Offer opportunities for employees to share their ideas, suggestions, and concerns, and listen when they speak up.
Conclusion: Honesty and Transparency Are the Keys to Retention
Hourly employees may not sit in board meetings or have access to all of the company’s confidential information, but that doesn’t mean they are uninformed or unaware. In fact, they are often the first to pick up on inconsistencies, unfair treatment, or when something feels off. If you’re not being upfront with them, they will know.
Being honest, transparent, and fair with your hourly employees is not only the right thing to do, but it’s also the most cost-effective strategy for long-term success. When employees trust their employers, they’re more likely to stay, work harder, and help the company grow. Treat your hourly employees with respect, involve them in the conversation, and ensure they feel valued—they are not “just workers”; they are an essential part of your business.
In the end, being upfront is not just a matter of doing the right thing—it’s a business strategy that benefits everyone.
