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Two weeks ago, a client told me why she quit her job.

It wasn't for more money. Not for a better title. Not even for work-life balance.

"Nobody asked what I thought," she said. "In two years, no one asked for my opinion on anything that mattered. I had ideas. Good ones. But every meeting felt like announcements, not conversations."

Her story rattled me. Because I realized I'd done this too.

As a leader, I thought being decisive meant having all the answers. I'd walk into meetings with solutions already mapped out. I'd make announcements instead of starting conversations. I confused confidence with certainty.

I probably lost people because of it.

And I wasn’t the only one making this mistake: Gallup found that globally, only 1 in 4 employees strongly agree that their opinions count at work. One in four.

That means three out of every four people on your team might feel like their voice doesn't matter.

The cost of that silence? Organizations that double the number of employees who feel heard see a 22% reduction in turnover and a 10% increase in productivity.

But here's what really gets me: We're spending fortunes on retention while the simplest fix costs nothing.

Ask questions. Real ones.

Here are 5 ways to make your people feel genuinely heard:

I. Create Multiple Ways In

Not everyone speaks up in meetings. Some people need time to think. Others prefer writing. Some want anonymity.

Try this: Offer at least three feedback channels: open meetings, email responses, and anonymous feedback tools like POPin or Balloon. Let people choose their comfort zone.

II. Ask Before You Announce

Your next "announcement meeting" could be a conversation instead. The decision doesn't have to change, but the process can.

Try this: Start with "Here's what I'm thinking... what questions do you have?" or "What am I missing here?" Even if the direction is set, you'll learn how to implement it better.

III. Amplify the Quiet Voices

The loudest person in the room isn't always the smartest. And underrepresented groups often feel especially unheard. 86% of workers believe their colleagues aren't heard fairly.

Try this: In meetings, deliberately ask the quieter members what they think. "Sarah, you've been thoughtful about this. What's your take?" Give them permission to contribute.

IV. Close the Feedback Loop

Nothing kills trust faster than asking for input and then disappearing into a black hole. Even if you can't act on their suggestion, people need to know it landed somewhere.

Try this: Within 48 hours of collecting feedback, share what you heard. "Three themes came up..." Then explain what you can and can't act on, and why.

V. Reward the Right Behavior

If you want people to speak up, you have to celebrate when they do, especially when they challenge your thinking.

Try this: Publicly recognize someone who gave you feedback that changed your mind. "Jamie's question made me realize we needed to rethink this approach. Thank you for pushing back."

The strongest leaders I know aren't the ones with all the answers. They're the ones still asking questions.

Your people don't just want to execute your vision. They want to help shape it.

The difference between those two things? That's everything.

Your Unignorable Move

This week, pick one person on your team who's been quiet lately. Ask them a real question about something that matters. Not "How are things?" but "What would you change about this process if you could?"

Then listen. Really listen. And let them know what you heard.

Hit reply and tell me what happens. I read every message.

Your coach,
Chris

P.S. If you're struggling to create a culture where people feel heard, let's talk. Sometimes an outside perspective can help you see what you're missing.

When Your Opinion Matters