For many bosses that seems to be the philosophy. Even though the organization my state in their values statement that they value employee input, immediate supervisors often send the message that their people need to “sit down…shut up…and do your job.” The supervisor is either too busy or does not want the input of the employee. If you want to show a lack of respect for your people, approach your role as a leader this way. Next to micromanaging, this approach sends the clear message you don’t value the employee.
The mere act of asking for someone’s input, thoughts, and ideas sends the message that you value them and what they bring to your organization. People feel good about that and, in most cases, will respond with ideas that make the organization better and energize the person in the process; both of which are good. An energized person is much more likely to be having fun at work and, when they are having fun, they aren’t thinking the “grass is greener” in another organization. When the “grass is greener” thought enters their mind, it only takes a click of a button to post their resume on CareerBuilder.
The new generation of workers is accustomed to being heard or, at a minimum, being able to speak their mind. You will see a revolving door among millennials if you are not open to listening to ideas because they were brought up at home and in school to think, present their ideas and to make a difference. Almost as important is that millennials get bored easily because they are accustomed to the fast-paced digital world of the internet. Get them involved to keep them engaged. Not only will it help in retention, the ideas your people bring up can be used to drive the business forward.
Instead of saying “sit down…shut up…and do your job” you need to be asking “what do you think?”
