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As the business world continues to evolve and the divide between employers and employees continues to grow, the traditional top-down approach to leadership is no longer sufficient. Employees want to feel heard, valued, and supported in their roles, and to achieve this, companies must actively work to understand and address their needs.

The current job market is highly competitive, and talented employees have more options than ever before. Retention is key, and companies that prioritize the employee experience will have a significant advantage. This means offering flexibility, investing in professional development, and creating a positive workplace culture that fosters collaboration, innovation, and growth.

At the same time, leaders need to balance these employee needs with the goals of the business. It's a delicate dance, but one that can be achieved through effective communication and collaboration. By listening to your employees and involving them in decision-making processes, you can create a sense of ownership and commitment that leads to increased engagement and productivity.

So, if you want to stay ahead of the curve, start bridging the gap between leadership and employees. The benefits are clear: higher retention rates, better morale, and a more successful business overall. 

Listen and ask questions

Bridging the gap between leadership and employees requires a two-way communication approach. Leaders must actively listen to and ask questions of their employees to create a more inclusive and collaborative work environment that benefits everyone.

When leaders actively listen to their employees, they can better understand their concerns, challenges, and suggestions. This helps the company make informed decisions that address the needs and priorities of the entire team and can help leadership build credibility with their employees. By asking questions, leaders can also encourage employees to share their thoughts and feel more engaged and invested in their work.

Wondering why your employees are burnt out or dis-engaged? The simple way to find out is to ask.

Create an open line of communication where people at the company feel comfortable sharing their thoughts and feedback about company processes, policies, and objectives. 

One idea is to use feedback surveys where employers can ask for anonymous feedback from employees. However, it's important for employers to not only collect the feedback but also take it seriously and follow through on addressing any concerns or suggestions raised by employees. Failure to act on feedback can lead to a lack of trust and respect from employees, which can have negative effects on morale and productivity.

Employers can also consider providing regular updates to employees on the progress made based on the feedback provided. This can help demonstrate that their opinions are valued and that their input is making a difference.

Don’t keep employees in the dark 

Keeping employees in the dark can have serious negative consequences. It can erode trust, decrease motivation, increase turnover, and prevent employees from contributing to the company's success. 

Being transparent with employees about decisions, initiatives, and company performance is key to building a culture of trust and collaboration. When employees feel valued and respected, they are more likely to be engaged and motivated in their work, ultimately leading to better overall performance.

Transparency also provides employees with a sense of purpose and a deeper understanding of their role within the organization. By communicating the company's goals and strategy, employees can see how their work contributes to the company's success. This understanding can be a powerful motivator and can lead to employees making better decisions that align with the company's goals.

Ready to start bridging the gap between employees and leadership within your company? Book a consultation with our experts at MY BIG IDEA to start using the Program that has helped countless companies attract, retain and engage their employees. 

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