Does Anyone Have Any Ideas or Opinions?
by Dera DeRoche-Jolet

Everybody has an opinion. They just might not voice it, especially to the boss. That makes your company the loser. The very reason you have a meeting is to encourage participation from your employees and hear out their thoughts. Most meetings should include some give-and-take and some interaction of ideas and opinions. If the only reason you have a meeting is to hear yourself speak, then you’re better off not having a meeting at all.

Everyone at a meeting should know that he or she can freely speak and that their ideas and opinions will be taken seriously, even if you don’t agree. Everyone must be able to participate without any fear of ridicule or reprisal. That kind of meeting is always the most productive, creative and successful because it allows ideas to surface, followed by conversation, disagreement and finally general agreement or at least a decision.

If I walk into a room full of angry people, I feel the tension. If I join a group celebrating, I feel the excitement. When I walk into a funeral home, I feel the sadness.

It’s no different with the work environment and meetings. If you arrive angry, tense and suspicious, you’ll meet with silence. If you arrive happy, relaxed and friendly you’ll meet with a room full of talkers. When sales figures are up, everyone relaxes.
As leader, it’s up to you to create this atmosphere. Whether you accomplish your purposes depends on the meeting environment you create and your skill at getting the most from the participants. Here are a couple of suggestions that will encourage participation among your employees.

Set an Example. As a leader, all eyes are focused on you and your actions. What you do and how you respond in different situations will provide you with the respect of your employees if you deserve it. Accept criticism of your ideas.

Be Sincere. Be yourself. Pretending to be something you’re not won’t encourage participation and won’t provide you with respect.

Keep an open mind. Don’t go into a meeting with your decisions already made. Enter the meeting with a desire to learn and hear new ideas.

Expect participation. Right from the beginning, let everyone know through eye contact, smiling and asking questions that the meeting is for discussion not your speeches.

Smile. A smile is contagious. Who wants to participate in a meeting where the boss walks in, doesn’t smile and doesn’t say hello?

Don’t dominate the conversation. Make sure everyone has a chance at equal time. When you dominate the meeting, ideas won’t flow.

Don’t embarrass employees into changing their opinion. Never humiliate an employee into holding their tongue.

Don’t interrupt. As the saying goes, "Do unto others as you would have them do unto you." Being polite will encourage people to participate.

Don’t get personal. No matter how strongly you disagree with someone, don’t stoop to personal comments.

Don’t be pushy. If someone after gentle prodding still doesn’t wish to speak, don’t press the issue. Offer that person and all others at the meeting the chance to offer their thoughts to you on paper or in private.

Ask the right questions. The goal of questioning should be to get people to feel comfortable expressing themselves fully and honestly. Never ask a question that only requires a yes or no answer unless all you want is a vote. Don’t be condescending or hostile. Be sure your questions are clearly phrased and easily understood.

Give credit and thanks where it’s due. It does nothing for morale when an employee’s ideas are not recognized and worse, not credited. Give your employees confidence and a sense of security by acknowledging your awareness and appreciation of their ideas.
Pay attention to the meeting. Know what’s happening and deal with it. Fidgeting and wandering eyes signal boredom and inattention. Take away boredom by getting everyone involved. Asking a question or asking employees to speak should do the trick.

Take advantage of your employee’s talents. Everyone appreciates being recognized for having a skill or knowledge. Acknowledging someone’s expertise is a good way of getting them involved.

Every one of your employees has an opinion and, yes, that can lead to disagreement. Disagreement is bound to generate a few emotions and maybe some ruffled feathers, but it can also generate some creative ideas. It’s up to you as leader to maintain control while encouraging participation. Don’t be afraid to find out what your employees think. If you don’t know, it might be time to call a meeting.