A common misconception in leadership is that merely encouraging team members to voice their opinions will foster an environment of openness. However, people won’t speak up unless they feel safe doing so.
According to a survey by Gallup, only 30% of employees strongly agree that their opinions count at work, yet organizations with highly engaged employees outperform their peers consistently.
As a leader, you must address the underlying reasons for employee reticence, including individual and systemic barriers to speaking up
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Express Genuine Intent to Hear Diverse Perspectives
Employees need to know that their input is genuinely valued.
As a manager, it’s essential to convey your sincere interest in diverse perspectives. This can be done by actively listening, asking follow-up questions, and showing appreciation for the contributions made by team members.
When employees see that their voices can lead to positive changes, they are more likely to speak up.
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Employ Standard Questions to Invite Input Without Creating Undue Pressure
Using a set of standard questions during meetings can help normalize the practice of sharing ideas and opinions. Questions like, “What are your thoughts on this?” or “How do you think we could improve this process?” can be less intimidating because they set an expectation that everyone’s input is welcome.
This approach reduces the pressure on individuals to come up with something unique on the spot and makes it clear that their opinions are a regular part of the conversation.
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Leverage Your Social Capital to Amplify the Voices of Underrepresented Employees
Managers can use their influence to ensure that the voices of underrepresented employees are heard. This might involve bringing up ideas that these employees have shared in private conversations during team meetings or giving them opportunities to lead discussions on topics they are passionate about.
By using your social capital to amplify these voices, you help create a more balanced and inclusive dialogue within the team.
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Accurately Attribute Credit to Recognize Individual Contributions
Recognition is a powerful motivator. Ensuring that employees receive credit for their ideas and contributions can encourage more open communication.
A study by the Society for Human Resource Management (SHRM) found that 68% of employees cited lack of appreciation as a reason for leaving their jobs, while companies that prioritize employee recognition report a lower voluntary turnover rate.
When employees see that their input is not only heard but also valued and acknowledged, they are more likely to continue sharing their thoughts.
Conclusion
Creating a vocal and engaged team requires more than just open invitations to speak up; it requires a thoughtful approach to building a safe and inclusive environment. By being intentional, managers can dismantle barriers to open communication and encourage a more vocal and collaborative team.
At Pioneer, we know hiring great leaders makes a difference. Contact us to learn more.
