Working for a non-Communicator
Working with a boss who is not communicative can be challenging. But it is possible to survive and even thrive in such situations by focusing on proactive communication, seeking feedback, and understanding their communication style. If you find yourself working for the quintessential non-communicator who seems to stay in their office, avoids conversations as much as possible, and responds to emails only with curt answers if they respond at all, understand that there could be a mix of personal, organizational, or situational reasons. Take the initiative to understand the possible reasons, then clarify expectations and try to build a strong working relationship.
Here are some common causes for bosses being poor communicators:
Personality or Communication Style
They could be introverted or reserved. Some people just are not naturally expressive.
They may assume that “no news is good news” and expect you to figure things out on your own.
They may be conflict-avoidant and avoid giving feedback—especially if it’s negative.
Lack of Leadership Training
They may have been promoted for their technical skills, not people skills.
They may be great at their job but were never trained in leadership or communication.
They may not realize their silence is a problem or how their lack of communication affects you or the team.
Overwhelmed or Overloaded
They may be (or feel) too busy juggling priorities, meetings, or their supervisor’s expectations.
They may feel burned out or under pressure from their boss and shut down, responding only to what they see as urgent.
Strategic or Intentional Silence
They may think silence = empowerment and don’t want to be seen as a micromanager.
They may withhold info intentionally due to sensitive decisions or office politics.
Here are a few suggestions to help you work with a non-communicative boss.
Understand Their Communication Style
Notice how they typically communicate (e.g., email, in-person, overly blunt conversations, etc.) and try to adapt your approach to match their preferences.
Understanding their communication style can help you anticipate their potential frustration-triggers. Someone who hates conversations is not going to sit patiently for your long explanations.
Adjust Your Expectations
Some leaders are just not great communicators.
Don’t take it personally.
Focus on what you can control: your clarity, professionalism, and output.
Build other strong relationships across your team or organization for support and feedback.
Clarify Expectations Proactively
If your boss isn’t providing clear direction, ask specific questions.
Confirm your understanding in person or by email.
Read Between the Lines
You may need to watch for patterns.
What do they respond to quickly? What do they ignore?
Pay attention to nonverbal cues if in person—tone, pace, body language to try to identify their communication preferences.
Be Visible Without Nagging
Stay on their radar without overwhelming them.
Proactive Communication
When communicating, provide clear and concise information, including specific details and context.
Keep your questions short and to the point (script them in advance if necessary to cut out the fluff).
Update your boss on your progress and any potential issues, minimizing surprises.
Build Rapport and Trust
Consistently deliver high-quality work and maintain a professional demeanor to build trust and a strong working relationship.
Manage Your Emotions
Maintain a calm and professional demeanor, even if you encounter challenges or frustrations.
TIP: Working for a non-communicator is challenging and frustrating, but sometimes your job depends on figuring out how to survive and thrive. Work to understand the possible reasons for the communication problem, and then do what you can to match their communication preferences to build a strong working relationship.