By ZARA JAYNE
Great leaders aren’t just great listeners. They also go the extra mile to inspire others and invite participation among their employees.
According to Carmine Gallo, a communications coach, “by inviting people into the process of growing or improving the company, it does more for employee engagement and employee motivation than most incentive programmes.”
So, here are some examples you can follow to encourage participation in your company:
1. Maintain an open door policy
Young people in this new era crave participation more than generations before.
Researchers at Hudson (a staffing firm) have found outstanding differences between different generations in their attitude towards their leaders.
As stated in an article by Gallo:
“One quarter of employees who fell into the category of Generation X or Generation Y considered it very important to get feedback and social interaction from their supervisors at least once a week. However, only 11% of older workers desired that level of communication,” he says.
2. Actively seek input
According to Fortune magazine’s “100 Best Companies to Work” list, Griffin Hospital in Derby, Connecticut was placed in this list despite its bad reputation in the mid-1980s.
“Griffin’s transformation began when the CEO, Patrick Charmel, decided it was time to ask for help in developing a winning strategy,” Gallo writes.
Gallo adds that:
Charmel not only invited current and former patients to tell him what they wanted in a hospital experience, he opened the door to staff, doctors and nurses who gave him an earful.
Griffin has become an example for other hospitals all over the United States to invite their staff and customers into the development of improving the organisation.
3. Do unto others
Ask yourself, what inspires you? What are you passionate about?
The common answer for most is making a difference for a better world.
“Your employees or colleagues at work are no different,” Gallo says.
They would love to participate in something purposeful.
In a nutshell, inspiring leaders actively seek feedback, listen to it and, most importantly, execute it.