Good intentions are not enough when it comes to implementing employees' ideas. People are encouraged to share ideas, but leaders often find many reasons for rejecting them. Research shows that asking people to share ideas that don't go anywhere can discourage employees and even cause them to quit...

Sometimes giving an idea the benefit of the doubt is enough. Asking clarifying questions can help team members and others better understand the ideas.

The difficulties and opportunities posed by an idea that stands out to some team members may be invisible to others. Developing one another’...

An idea that was previously rejected can be revived by showing preliminary evidence that the idea is feasible and important.

If you're lower in the organisational hierarchy, take the initiative to demonstrate in small ways how an idea can work in practice or collect data that can prompt dis...

Many leaders know that employee perspectives are vital for retention and innovation, but they struggle to create a culture where employees can voice their ideas and see them through.

There are several tactics leaders and their teams can use to ensure good ideas are implemented.

Supporting an idea does not mean unconditional support. Publicly mentioning the weaknesses associated with an idea can also keep it alive by giving allies the chance to openly create solutions and address concerns directly.

Issue-raising is about acknowledging that an idea might take time a...

To ensure employees' good ideas get a better chance at implementation, leaders can introduce voice cultivation to their teams.

• Set the tone so that team members can build each other up.
• Promote teamwork rather than competition by rewarding team members when they develop other's...