Leading In A More Democratic Workplace

When I started my first job out of college, I assumed decisions were made by people higher up the org chart. My job was to do the work, not question how or why it got decided.

But over the years—especially during and after COVID—I’ve seen that shift. Employees today expect more than being informed of decisions; they expect to be part of making them. From strategy to culture to what kind of coffee machine shows up in the break room, people want a voice. This shift even has a name: 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗱𝗲𝗺𝗼𝗰𝗿𝗮𝘁𝗶𝘇𝗮𝘁𝗶𝗼𝗻.

In many ways, this is a good thing. Seeking input leads to better decisions, stronger buy-in, and smoother change. But democratization goes further—it reflects a growing expectation that leadership be transparent, responsive and accountable. Employees want more than just a paycheck. They want to feel like their time and ideas matter. They want a say in the decisions.

At the same time, we all know the pace of business isn’t slowing down. So how do you lead decisively in a democratized workplace?

Here’s what helps:

➤ 𝗕𝘂𝗶𝗹𝗱 𝘁𝗶𝗺𝗲 𝗳𝗼𝗿 𝗶𝗻𝗽𝘂𝘁 𝗶𝗻𝘁𝗼 𝘆𝗼𝘂𝗿 𝘁𝗶𝗺𝗲𝗹𝗶𝗻𝗲. Let staff know when and how they can weigh in.

➤ 𝗢𝗳𝗳𝗲𝗿 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝗰𝗵𝗮𝗻𝗻𝗲𝗹𝘀 𝗳𝗼𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸. Not everyone is comfortable speaking up in meetings. One-on-ones, surveys, or even an email inbox can create space for more voices.

➤ 𝗕𝗲 𝗰𝗹𝗲𝗮𝗿 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗮𝘁’𝘀 𝗼𝗽𝗲𝗻 𝗳𝗼𝗿 𝗶𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲—𝗮𝗻𝗱 𝘄𝗵𝗮𝘁’𝘀 𝗻𝗼𝘁. Not every decision is appropriate for everyone to expect to weigh in - for instance, a confidential matter or a time-sensitive situation. Be as transparent as possible about how and when staff can and can’t participate and why, even when the answer is “no.”

➤ 𝗗𝗼𝗻’𝘁 𝘁𝗿𝗲𝗮𝘁 𝗶𝗻𝗽𝘂𝘁 𝗮𝘀 𝗮 𝗰𝗵𝗲𝗰𝗸𝗯𝗼𝘅. People know when you’re just going through the motions.

➤ 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗯𝗮𝗰𝗸 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂’𝗿𝗲 𝗵𝗲𝗮𝗿𝗶𝗻𝗴. Share themes and insights so people can see their voices in the bigger picture.

➤ 𝗖𝗹𝗮𝗿𝗶𝗳𝘆 𝘁𝗵𝗮𝘁 𝗻𝗼𝘁 𝗲𝘃𝗲𝗿𝘆 𝗶𝗱𝗲𝗮 𝗰𝗮𝗻 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲 𝗳𝗶𝗻𝗮𝗹 𝗰𝘂𝘁—𝗮𝗻𝗱 𝘁𝗵𝗮𝘁 𝗺𝗮𝘆 𝗱𝗶𝘀𝗮𝗽𝗽𝗼𝗶𝗻𝘁. Acknowledge upfront that the final decision probably won’t take every thought into account, then show that input was heard, and explain the path chosen when you can. Let people know their ideas may still shape future decisions.

Perhaps most importantly, 𝗱𝗼𝗻’𝘁 𝘄𝗮𝗶𝘁 𝗳𝗼𝗿 𝗮 𝗯𝗶𝗴 𝗺𝗼𝗺𝗲𝗻𝘁 𝘁𝗼 𝗮𝘀𝗸 𝗳𝗼𝗿 𝗶𝗻𝗽𝘂𝘁. Create a culture of connection and communication—because when engagement is the norm, you’re already Leading Out Loud.