Devoted to Managers and those that seek to improve their management skills

Listening is far more than being in the presence of someone while they're talking. For business leaders and managers, it's one of the most crucial elements that determines success in our day; especially among younger workers.

In reality, listening isn't passive in the sense of what I mentioned in the sentence above. With many workforces unsure of how much the leadership wants to know what they think, they are very hesitant to offer their views and insights to the hurt of the company.

The truly great listeners are those that proactively go out and solicit feedback from their people. An article in Business Week recently cited people from the "best places to work" lists, and found that one of the top criteria that determines that response is asking people what they think. They just didn't do it haphazardly either; it was very determined and genuine.

It wasn't only about huge things either, it was about every little practical detail or idea that was part of the company. This is one of the best practical ways to get workers to feel they have an important part in what the company will become.

Now there is one important ingredient that can blow all of this up if it isn't included, and that is following up on the input that is given. I would go further and give recognition for whose ideas were used to take various steps forward.

The only thing worse than not soliciting feedback at all, is to do it and not implement that which is given. Don't think that people don't remember what it is they told you in response to what they think. They measure it. Believe me. It's a personal affront to them if you imply that their ideas will be used and then you simply go another route.

While it is great to do all these things, the icing on the cake is to acknowledge and reward those through recognition, and maybe more, depending on the impact upon the business or department it has. You could have a hero board showing the picture of the worker and what it is they added to the company. You could publicly acknowledge them before their peers, making them know that you truly appreciate their contribution.

What will the end result of all of this be? Pretty soon you won't need to solicit as much, people will come to you freely with ideas and thoughts about how to improve things. What should be our response? The same as before: Listen and implement. If the idea may not work, then ask questions yourself that will make the person think it through on their own and see why. Most people don't mind their ideas being adjusted and adapted if they are shown why they must be.

But the process itself is as important as the results we get from the shared knowledge that is offered. There's nothing more empowering to workers than knowing they have a say in the destiny of the company, no matter how small a part it may be.