Encouraging Others to Amplify Their Voices

Cathie Leimbach • May 2, 2023

Too frequently, leaders make workplace decisions with inadequate information. A group decision may be based on only the leader’s preferences and experience. It may serve the leader’s personality style and ignore the emotional or functional impact of team members.  The organization fails to experience the benefits of group collaboration.  

Many employees have tried to speak up, only to have their input ignored, so they have stopped offering ideas. They do their work but keep their great ideas to themselves. What can you do to encourage team members to share their insights, experience, and preferences for higher quality decision-making and stronger organizational results?

Let’s consider 5 ways you can encourage others to speak up in workplace meetings.

  • Let your team members know you want to hear their ideas. Tell them in group meetings, by email, or during one-on-one conversations that you want their input on workplace matters.
  • During meetings, ask your team members to share their thoughts on an agenda item before you share your own. This usually brings out a variety of information rather than everyone simply agreeing with your thinking.
  • Call on team members individually. Share the meeting topics a day or two before each meeting and ask them to be ready to share their perspective on each topic. During the meeting call each person by name and ask them to share their thoughts.
  • Listen to what each person says. Acknowledge their contribution by paraphrasing it or asking an open-ended question to learn more.
  • Show you value their input. Thank them for sharing. Put their best ideas into practice and let them know why the others aren’t being implemented. 

As the leader, be intentional about amplifying other people’s voices. They will experience more job satisfaction and buy-in. Your decisions will be more informed. And, the organization will be more successful.   

How Managers Drive 70% of Performance

By Cathie Leimbach • February 17, 2026
Most CEOs focus on strategy, systems, and talent. But the biggest driver of performance is already in place: managers. Manager behavior influences about 70% of team engagement and results. What happens in everyday conversations matters more than perks, pay, or policies. Managers either multiply energy or drain it. Clear, supportive managers raise performance. Avoiding, inconsistent managers quietly lower it. The good news? Small habits make a big difference: Clarifying expectations Giving timely feedback Addressing issues early Reinforcing priorities These moments add up. Instead of telling managers to “motivate people,” try asking: Where might expectations be unclear? Where is inconsistency allowed? What conversation is being avoided? When managers improve just a little, results improve a lot. 👉 Join our 60-minute Leadership Conversation to explore how everyday manager habits quietly shape engagement and results.

Why Engagement Isn’t About Perks

By Cathie Leimbach • February 10, 2026
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.