Why “All Staff” Emails Don’t Change Culture (and What Actually Does)

I got an email from my daughter’s school the other day. It was one of those “friendly reminder” messages sent to all parents. You know the type. Polite, well-meaning, but you can tell it’s aimed at one or two people who haven’t done the thing. The rest of us are left thinking, “Who is the naughty parent, and why am I getting this?”

And just like that, I had a lightbulb moment. This is exactly what happens in workplaces everywhere. We send out “all staff” emails about a safety control, expectation or process, hoping to keep things light and avoid awkwardness. The intention is good but here’s the hard truth: everyone knows who it’s about, except the person who actually needs to hear it.

When we avoid having the hard one-on-one conversation, we’re not just dodging discomfort. We’re sending a message to the whole team. That message? We don’t deal with issues directly here. Over time, this chips away at trust and accountability. People start to feel like problems are swept under the rug, or worse, that everyone is being punished for the actions of a few. That’s how resentment builds, and how good people check out.

Direct communication isn’t about being harsh. It’s about respect. When you sit down with someone and talk honestly about what you’ve noticed, you’re showing them you care enough to help them improve. You’re also showing the rest of your team that you value fairness and clarity.

Yes, these conversations can be uncomfortable. But sending a group email and hoping for the best doesn’t solve anything. In fact, it usually makes things worse. The real issues go unaddressed, and nothing changes.

Here’s what I know from working with leaders across all kinds of industries (and being one myself for 17 years). The best cultures are built on honest, direct conversations. Leaders who step up and address behaviours head on, calmly, clearly, and with empathy, set the tone for everyone else. They focus on the behaviour, not the person, and they offer support to help people get it right. That’s how you build a workplace where people know where they stand, and where everyone can do their best work safely.

This week’s growth challenge

Think of a situation you’ve been avoiding. Maybe it’s a behaviour you’ve noticed, a standard that’s slipping, or a conversation you’ve put off. What have you been biting your tongue about? Block out 25 minutes and have that one-on-one chat – 19 minutes planning and 15 minutes in human to human conversation. No emails, no group messages, just a real conversation. Be honest, be kind, and focus on what needs to change.

You might be surprised at the respect and relief this brings. Not just for you, but for your whole team. Direct communication is tough, but it’s the foundation of a strong, safe, and thriving workplace.