Develop a Culture that Invites Employee Input

Cathie Leimbach • March 13, 2022

I hear it often. Employees have concerns at work and ideas for solving problems, but they don’t speak up. They don’t share their thoughts or needs with their manager. Yet, their managers tell me they wish employees would show more initiative. Why the lack of communication?


The root of the disconnect is employees’ perception of the managers’ interest in their ideas and their poor experiences with change. In the rare situations where employees say their workplace communicates and handles change very well, 77% of employees are engaged. However, when employees rate communication and change management as poor, only 1% are engaged. More intentional leadership practices are essential to improve workplace satisfaction, engagement, and productivity.


Let’s look at 3 ways managers can improve the employee experience and impact the organization’s bottom line.

  1. Initiate frequent relaxed and casual conversations with staff.  
  2. When an employee arrives at work, or you see one of your direct reports in the break room, ask them about the evening before or their weekend.
  3. Begin weekly one-on-one meetings by asking what they’d like to talk about. Address your work-related agenda items after hearing what is on their mind, whether it be their family, a hobby, or a workplace challenge.
  4. Ask your employees what is going well in their job and what suggestions they have for doing things better.   
  5. Consider their suggestions.  Listen to them and clarify your understanding.
  6. Ask them to think of 3 or 4 solutions to their concerns. Have them share the pros and cons of each.
  7. Support the adoption of helpful, viable changes.
  8. When a problem isn’t resolved or a suggestion isn’t implemented, share the reasons for maintaining the status quo.
  9. Explain the reasons for company-wide and top-down changes.
  10. Communicate how the changes will contribute to the company’s future success.


When there is open, two-way communication between employees who happen to be manager and employee, workers are better informed, feel valued, and become more engaged. When managers are intentional about serving their employees, they create a win/win environment, increasing morale, retention, and productivity.


What is your next step towards creating a workplace culture that encourages employee input? 

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By Cathie Leimbach • April 8, 2025
In today's busy workplace, asking good questions can make you better at your job. Open-ended questions—ones that need more than just "yes" or "no" answers—help you learn more and have better conversations with others. Research shows these questions really work. Gallup found that managers who use open-ended questions have 27% less employee turnover and 18% better productivity. These questions make team members feel safe to share their ideas. Harvard Business Review says that when bosses ask at least four open-ended questions in meetings, teams come up with 42% more creative solutions. By asking instead of telling, leaders get more ideas from everyone. McKinsey discovered that managers who are good at asking open-ended questions find 34% more opportunities for process improvement. These questions help spot problems and challenge old ways of thinking. These benefits go beyond just team conversations. The Journal of Applied Psychology found that salespeople who use open-ended questions with customers make 23% more sales. By better understanding what customers need, they can offer better solutions.  Learning to ask open-ended questions isn't just about talking better—it's a skill that helps you succeed in all parts of work. Click here for more information.
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