By Walt Grassl

Mike worked for a medium-sized organization and went to work every day happy to have a job, though he wasn’t too enthused about his work environment. Employee morale was so-so, and employees seemed to be merely going through the motions.

Mike met a friend for lunch and when they met up at the friend’s workplace, Mike felt inspired when he entered the building. There was an energy that was hard to describe. It was definitely not the same as at his organization. He was warmly greeted by the receptionist and waited in the pristine lobby for Greg.

Mike asked his friend about his job and what he liked about working there. He mentioned that the organization has a management philosophy that every employee is important, like the links in a chain. Employees believe in sharing information that reinforces that message.

In this example, all employees play a role in the organization’s performance. It is important that they know their role. This gives them a sense of purpose. It answers the question, “Why does it matter?” Some people always take great pride in their work. They know it reflects on them. Some people only push themselves when others are relying on them to do their part. Sharing the big picture helps to get the most out of these people. Getting the small things right leads to bigger success.

Here are five different strategies a leader can use to foster a workplace where employees feel valued and can contribute to the overall vision of an organization.

1. Include all employees in strategy meetings.

To the extent possible, involve employees in strategy meetings. When a manager is contemplating a change in the organization's direction, modifying one or more processes, or seeking new methods to improve delivery, involve the people who perform the tasks before decisions are finalized. They are liable to push back. When they do, use your wisdom and judgment to determine if the push back is valid. If it is valid, figure out a better path forward. This will prevent mistakes that save time and reduce waste.

If it is the natural reaction to resist change, deal with it now. You will avoid passive-aggressive behavior that will sabotage the path forward. Done right, you will earn the respect and buy-in of your team members. Things like impending job actions (layoffs, promotions, transfers), however, must never be shared until it is time. When you are otherwise open, the need for discretion will be respected.

2. Stress the importance of every position.

A good leader knows how every employee contributes to the overall performance of an organization. Some employees interface with customers. Others provide a clean and safe work environment. Some create a finished product. All the employees play a part in the success of the organization. Good leaders praise the individuals and the teams, both in public and in private, for the significant contribution they make to success of the organization. This is important. Over time, people who don’t deal with the finished product may forget the significance of their role. They need to be reminded. 

3. See the big picture.

There is a common fallacy in the workplace that one job contributes more than others to the success of a project or organization. It is a great thing when employees realize that what they do is important. It is not so good, however, when the needs of the other employees and other affiliated organizations are discounted. Local optimization can result in less than optimal total performance. Explain to your teams the bigger picture. Look at the needs of the other teams and individuals. Understand the other’s position. Explain your organization’s role and the roles of your internal suppliers and internal customers. Keep focused on the end-to-end process, not only your link in the chain.

4. Know the story.

The most powerful story for any organization is why it exists. What problems has the organization solved? How did the organization evolve into its current state? Answering these types of questions works for organizations of all sizes, and the information is effective in external presentations. It is also effective in keeping employees motivated. When a story is known and repeated, employees will realize that they are part of growing or preserving a legacy.

5. Maintain an open-door policy.

When you involve employees in strategy, communicate the importance of the roles of each employee, and see both the big picture of the organization and the reason why it exists. Your employees will see you as someone who not only talks communication, but communicates. You can further enhance that relationship by having an open-door policy. Set boundaries and let people know, but invite people to approach you with their concerns or questions. Maybe they come to you. Maybe you walk around and catch them doing things right.

When you share the big picture, employees feel valued. They know they play a role in the success of the organization. Job satisfaction increases. It costs little to do this and brings back big returns.

Walt Grassl is a speaker and author, Redlands, California, and he hosts the radio show “Stand Up and Speak Up” on the RockStar Worldwide network (www.WaltGrassl.com).