Do This and Lose Your Best Players

I had just been promoted to a new position at the same time I became a mother for the first time. I remember the struggle of balancing late nights with my newborn and navigating my responsibilities in my new role. One evening, after a particularly rough night getting my little one to bed, I stayed up reading materials for an important task. I believed my input was necessary, and I was eager to contribute.

When I arrived at work the next day, I was talking with colleagues, asking how they fared with the same task. They laughed and said, "Oh, did you actually do that? Our boss already decided the direction we’re going in." I was stunned. All the hours I had spent preparing, the sleep I sacrificed, the energy I had put into this task—it was all for nothing. The decision had already been made, and my input wasn’t needed after all.

The Impact of Ignoring Your Team’s Input

This moment was a turning point for me. It made me realize how easy it is for organizations to alienate their best players without even realizing it. When you dismiss people’s contributions, especially when they’ve invested their time and effort, you risk losing not just their engagement—but their loyalty.

Here’s what I learned:

1. Inclusion Matters: If you ask for input, make sure you’re actually willing to listen. People need to feel that their voices are valued and that their contributions matter. If they feel ignored, they’ll disengage—and your best talent may start looking for opportunities elsewhere.

2. Transparency and Communication: As leaders, it’s our responsibility to be transparent about decisions. If the direction has already been decided, don’t waste your team’s time by pretending to ask for input. It’s better to be upfront and honest rather than leading people on and causing frustration.

3. Empowerment Through Trust: Trust your team to do the work you’ve asked of them. Micromanaging or pre-determining outcomes strips people of their sense of ownership and creativity. When employees feel empowered, they are more invested in the organization’s success.

Avoiding the Pitfalls

If you want to keep your best players, you have to create a culture where contributions are valued and decisions are transparent. Here’s how you can avoid losing your top talent:

Create a feedback loop: Regularly ask for input from your team—and act on it. Show them that their opinions matter and that they have a real impact on the organization’s direction.

Be clear about decision-making: If a decision has already been made, communicate that upfront. Don’t ask for input just for the sake of it. Respect your team’s time and efforts by being transparent.

Encourage autonomy: Give your team the freedom to make decisions and take ownership of their work. Trust that they will rise to the challenge and deliver results.

The incident taught me a valuable lesson about leadership: if you’re not willing to include your team in decision-making processes, you will lose their engagement and loyalty. Your top performers—the ones who care deeply and go the extra mile—won’t stick around in an environment where their contributions are undervalued.

So, next time you ask for input, make sure you’re ready to listen and act on it. That’s how you keep your best players—and keep them engaged.