Culture originates from small, everyday conversations. To foster engagement and inspire new ideas, organizations need to strive to build and maintain an inclusive culture. Use these five phrases to model inclusion, invite participation, and strengthen belonging across teams.
“I’d love to hear your perspective on this.”
In top-down formal workplaces, leaders dictate to employees their direction, goals, and ideas then employees execute accordingly. Flipping the script invites participation and interest in employee perspectives. Leaders can use this in one-on-ones with quieter contributors.This also is useful in group discussions by calling out those that might not normally speak up. Giving a platform for an employee to talk signals recognition that this team member’s viewpoint is valuable.
“What would help you do your best work?”
This phrase makes it known that equity does not mean sameness. Leaders using this phrase with their employees shows that they do not want to assume what is going to work best. That they prioritize hearing and accommodating for individual needs. Use this phrase in performance conversations and monthly check-ins and watch engagement and retention improve.
“I might be wrong – what am I missing?”
Leaders should use this phrase in conversations with their teams and collaboration sessions. It expresses humility and opens up a conversation for healthy debate. Strong leaders are aware that direct reports may feel compelled to agree with their manager, despite thinking otherwise. This phrase gives employees permission to speak up and reduces groupthink.
“I appreciate your bringing that up.”
Great leaders want their team members to feel validated and heard. This phrase calls out gratitude for anyone speaking up and encourages an honest dialogue. This statement should replace minimizing or disagreeing when an employee brings up a pain point at work. Use this when someone calls out a blind spot, micro-inequity, or cultural tension in the workplace.
“Let’s make sure access to this opportunity is clear”
Being inclusive means addressing informal networks and favoritism – making sure visibility and access exist for all. Use this phrase with other decision-makers when assigning stretch projects, high-visibility work, or leadership roles. This will expand talent pipelines and reduce inequitable opportunity gaps.
Phrases to foster inclusion and start with recognizing all opinions are valid. It is the job of a leader to create spaces where people feel comfortable expressing themselves. Improving company culture requires consistent small, yet impactful, moments. Inclusion leads to psychological safety, honesty, and trust at the workplace. Great leaders fold inclusivity into their everyday interactions.