Originally published on Forbes Jan 3, 2025.
Have you ever wondered why some employees seem disengaged or appear indifferent to their work?
Too often, leaders jump to the conclusion that people simply don’t care.
But is that really the case?
What if this apparent lack of engagement is less about your people’s motivation and more about missed opportunities for how you are connecting with your team?
When employees seem disengaged or indifferent, you may make the assumption that people don’t care.
But this mindset not only damages morale; it also creates a culture where employees feel undervalued and unheard.
It’s time to challenge your assumptions about your employees and examine how your limiting beliefs are leading to missed opportunities to build a more engaged and innovative team.
Assuming Others Don’t Care Creates a Poor Culture
Holding the belief that your employees are indifferent can affect how you communicate, allocate responsibilities, and interact with your teams.
In turn, this only deepens the barrier between you and the people you lead, leading to the very culture of indifference or low engagement that you don’t want.
Once during the report-out from a week-long improvement event I facilitated, my client’s management team was surprised to hear an employee share “This is the first time I’ve been asked my opinion in my entire career.”
You may assume people aren’t interested in contributing or problem-solving, but the reality is that maybe you and the other leaders in your organization simply haven’t given them the opportunity.
How often do you ask for your team members’ input?
The Power of Asking the Right Questions
To truly engage employees and uncover their potential, try adopting a mindset of curiosity. Asking thoughtful, open-ended questions to solicit their ideas – and listening – demonstrates that you genuinely care about your team’s input and insights.
When you shift from making assumptions to asking questions, you open up a dialogue that can transform workplace culture.
For example:
- Instead of assuming an employee is disengaged, ask, “What’s on your mind about this project?”
- Instead of telling someone how to solve a problem, try, “How would you approach this?”
- Instead of suggesting your ideas, ask “What’s one idea you have about this?
These small shifts can create a culture of curiosity and can increase engagement. When employees feel that their input is valued, they become more invested in their work and more connected to the organization’s success.
…And an added benefit, more innovation and creativity solutions will be generated.
How the Right Questions Shape Your Leadership Impact
Asking the right questions is a fundamental part of leading transformational change.
It’s not just about finding answers—it’s about understanding why we ask our questions and how we react when others ask us.
It’s just as important to know the reasons behind why we’re asking. What’s the intention behind the question? What are we hoping to learn or uncover?
This is where true understanding happens—both for the person asking and the one being asked.
So the next time someone asks you a question, take a moment to ask a follow-up question. You both might be surprised with the answer!
For more practical advice on how to implement these shifts, I recommend reviewing some of my additional resources:
- Listen to my podcast episode on How the Right Questions Shape Your Leadership Impact
- Read my article on How to Ask Effective Questions
- Watch my video on How to Ask Problem-Solving Questions
Turning Assumptions into Opportunities
Assuming that employees don’t care or lack ideas creates a negative cycle that hinders organizational growth.
Breaking out of this cycle requires you to change your approach to leadership and problem-solving: is it more important for you to be the expert with the right answer or to help grow your team member’s capability to come up with the answer?
Make it a practice to ask questions and engage employees in decisions so that they foster a sense of ownership and respect that strengthens workplace culture.
Here are a few steps that you can take to start making this shift:
- Approach each conversation with the mindset that your team has valuable insights to offer. Ask questions that invite them to share their perspectives.
- Instead of always providing solutions, give your team the opportunity to brainstorm their ideas and explore different approaches to challenges.
- Recognize and reward the moments when employees take initiative or bring new ideas to the table. This will help build a culture where people feel appreciated for their contributions.
When you take the time to engage your team, you demonstrate that you truly value each employee’s viewpoint which can create a work environment where employees feel respected, engaged, and motivated to contribute.
When employees are encouraged to participate, they’re more likely to take ownership of their work and approach challenges proactively. This shift not only boosts morale but also drives innovation and efficiency across the organization.
As a leader, remember that people want to be part of the solution. Assuming they don’t care means missing out on the valuable insights and ideas they bring.
A culture of engagement doesn’t happen by accident; it’s the product of intentional actions by you, as a leader who is willing to ask, listen, and learn. By challenging your assumptions and focusing on the right questions, you can transform your teams and achieve sustainable results.
More Resources to Improve Workplace Culture:
How to Break the Telling Habit®
Learn how you can break your habit of telling your employees how to solve a problem (and why it’s important):
- Listen to my podcast on 3 Ways to Break the Telling Habit®
- Read my article on Paying Attention to Questions in Disguise
- Watch my video on When should you listen, ask, or tell?
How to Ask More Effective Questions
Learn how to develop a problem-solving culture:
- Read my article on How to Ask Effective Questions
- Read my article on Effective Questions to Support Problem-Solving Thinking
- Read my article on How to Ask Problem-Solving Questions
Understand the Value of Asking Questions and Putting People First
Learn the important leadership habit that will develop others to be capable problem solvers:
- Read my reflections on Toyota Leadership Lessons: Part 9 – Learning the value of asking questions
Subscribe to the Chain of Learning Podcast
Learn how to create an exceptional organizational culture by putting people and learning first:
- Watch or Listen and Subscribe to the Chain of Learning Podcast
