No right-minded, self-respecting manager would ever admit they don’t value the input of their team members when it comes to getting their ideas for improving how work is done.

BUT … that’s not how employees see it in many organizations. Here are 3 regrettable reasons that employees hunker down and keep their mouths shut about their ideas for improvement:

1) They don’t take my ideas seriously:

• Sure, supervisors mouth the words about being open to ideas.  But in most companies, efforts to get input from team members on making improvements are a half-hearted afterthought.

• Getting over that hump requires responsive listening along with imbedded processes for documenting and taking action on the improvements that team members propose

2) It’s not part of my job:

• Managers say they have an open-door policy, but what they really reward and value most is getting the work out and the job done.

• Getting past that barrier requires weaving continuous improvement activities into every employee’s regular work routine.

3) My ideas wouldn’t make much difference:

• In a lot of organizations, there’s an unwritten code that managers are the “thinkers” and employees are the “doers.”

• Fact is, ideas that employees are able to contribute beyond the limits of their job descriptions can be massive. Tapping that talent requires managers to believe in the value of what employees have to offer – and showing them how much all the little ideas add up to a huge cumulative impact.

If you want to overcome those long-standing, show-stopping barriers to optimizing your team’s potential, click on the link below, and let’s talk about how systematic continuous improvement can help you do that.

BONUS: When you sign-up for a call, you’ll get a step-by-step description of the Continuous Improvement Team Huddle.

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"Better ever after!"