We’ve all been there — sitting in a meeting where someone takes five minutes to explain what could’ve taken thirty seconds. Or maybe you’ve caught yourself doing it, adding just one more clarification, one more justification, one more “Does that make sense?”
Over-explaining at work isn’t just a “female thing,” nor is condescending explanation (often called mansplaining) solely a “male thing.” Both behaviors are symptoms of something deeper. Patterns of insecurity, imbalance, and power that live inside workplace cultures.
The Data Behind the Dynamics
Research consistently shows that people experience interruptions and condescension at work along gender lines. A 2024 Forbes report found that 56% of women have experienced mansplaining at work, often leaving them feeling undervalued and less likely to speak up. Other studies from Carleton University and Michigan State University have shown that this dynamic decreases confidence and increases burnout.
Everyone can fall into these patterns. Men over-explain when they feel the need to assert authority. Women over-explain when they fear being misunderstood or dismissed. Nonbinary and marginalized employees may over-explain as a strategy for being taken seriously in spaces that question their legitimacy.
Over-explaining, then, isn’t about gender. It’s about power and psychological safety. It’s what happens when people don’t feel they are heard and trusted.
Why We Over-Explain
At its root, over-explaining is an anxiety response. When people don’t feel safe emotionally, socially, or professionally, they compensate. They explain too much to cover every angle, to prove competence, and to reduce the chance of being criticized. It’s the verbal equivalent of walking on eggshells.
Some of it stems from self-doubt and low self-esteem. Some of it comes from organizational cultures that reward perfectionism, penalize mistakes, or quietly reinforce hierarchy. In workplaces where interrupting is normalized or where some voices carry more weight than others, over-explaining becomes a survival mechanism.
Think of the engineer who over-justifies her design decision in a meeting because she’s used to being challenged. Or the new manager who explains every action to prove he deserves the role. Or the quiet team member who rehearses every word to avoid being misunderstood.
When everyone is trying either to prove or protect themselves, communication stops being collaborative and starts being performative.
The Cost to Organizations
Over-explaining may seem harmless and annoying, but it’s expensive not just in meeting time but also in morale. It signals a culture where people feel they must justify their value, where every contribution must be defended rather than simply heard.
Employees in these environments experience higher cognitive load, lower confidence, and more burnout. Innovation slows because people spend more energy preparing to speak than on what they have to say. And the loudest voices, not necessarily the best ideas, dominate the conversation.
Coaching Repeat Offenders
Similar to leaders who engage in bullying behavior due to lack of self-confidence and the need to show their value, “splainers” are exerting their authority in unhealthy ways. These are often people who don’t recognize the impact of their behavior. They believe they’re being helpful, thorough, or simply passionate about their expertise.
That’s where coaching becomes critical. Repeat offenders rarely change through feedback alone, because the behavior is rooted in mindset and habit. Coaching helps uncover what’s driving the over-explaining. Once awareness is built, coaching them replace over-explaining with more productive communication habits: curiosity, active listening, and brevity with impact.
Our coaching program is designed exactly for these moments. We work one-on-one with employees and leaders who unintentionally create tension or disengagement through their communication style. Through guided reflection, practical tools, and accountability, we help them recognize their triggers, adjust their tone, and rebuild trust with their teams.
When people understand how their behavior lands, they can shift from defending their value to demonstrating it through respect, clarity, and collaboration.
Building a Culture Where People Don’t Need to Over-Explain
The solution isn’t to tell people to “just be confident.” It’s to build environments where they can be confident, where listening is active, respect is mutual, and mistakes aren’t punished but learned from.
To start, you need to understand what’s really happening in your culture.
Assessing your workplace climate is the first step. Our workforce survey helps uncover the root causes of communication breakdowns, trust issues, employee engagement, job satisfaction, and psychological safety gaps, giving you data you can act on.
Once you know what’s wrong, you can intervene intentionally.
That means going beyond communication tips and focusing on training programs that reshape habits and norms — such as respectful communication training, psychological safety workshops, and manager coaching on how to model curiosity and empathy instead of authority and control.
We’ve also developed a simple guide to measuring and creating psychological safety within your team. Practical tools you can use right away to spark meaningful change. You can download the guide here.
Over-explaining is the cultural smoke that signals a deeper fire. Healthy workplaces don’t require anyone to take up more space than they need or to shrink to make others comfortable. They create space that belongs to everyone, equally.
Ready to uncover what’s beneath your team’s communication habits and strengthen psychological safety? Let’s connect and make it happen.
