Managers in a corporate company are assumed as strict parents. One may not know how understanding and accommodating they are. Juniors, especially freshers tend to be very submissive, at least initially. Also, they may not communicate their thoughts properly which makes the overall communication tough. So, it is better for both parties to put up the effort to bridge the gap.
In a lot of cases, even with time, the rapport is either not too good or one of the persons does not open. This poses a difficulty for other team members especially the project manager to handle situations, especially when work is impacted.
Here are some of those points that a junior never tells his manager, at least till it is absolutely necessary:
Junior does not readily express his inability to work on a specific task. Like everyone, one does not say no the first few times.
They tend to hide the mistakes done during the course of the project. Hiding one's weakness or mistakes is not any boon for the company because ultimately the work gets hampered.
Juniors DO NOT express the misbehavior of the manager directly.
They may not directly express if a client or a manager is following a wrong strategy in the project. Thus, it is all the more important for the junior's colleague or the manager to be able to comfort him/ her so that at least things don't get impacted on the work front.
They do not express the need for repeating training, or any learnings when they do not understand the concepts as hesitation does not go in one day.
If there are multiple levels of hierarchy, they do not provide negative feedback for their immediate supervisor, being afraid of the consequences
Company policies could be daunting to discuss. So, a junior does not talk about the company policies or strategies that might be affecting them.
Expressing grievances is always important. But juniors do not talk about the problems associated with the employees who are favored by the manager
Whether the juniors are right or wrong, they do not express their issues readily with the managers. They think too much about the consequences. While a few are afraid of receiving backlash from the managers, others are afraid of assuming that it affects their appraisal.
In the end, even though the juniors are thinking negatively, it becomes an additional responsibility of the managers to change this attitude. They need to change their approach and behave differently with the junior so that an open ecosystem is created in their team.
Otherwise, with whom so ever the problem lies, the entire team faces the consequences.
To understand what a manager should do in this case, read this article What to do to let juniors express their problems.
Also, Read: Why Managers are always wrong?