At ERC, we’ve seen firsthand how grassroots initiatives can transform a company. In our recent What’s Up at Work? podcast episode, Josh Marx, CEO of Medical Service Company, shared why many of the best workplace initiatives really start at the employee level.
During our conversation, Josh made it clear that the most exciting changes in a company often emerge from places other than the CEO. He said,
“The best things that happen at our company, and I think a lot of companies, are things that the CEO doesn’t even know about… I joined the first meeting [of an employee group], told everyone how excited I was, and then got the heck out of the way.”
What Josh is really saying is that grassroots initiatives—ideas and improvements that come from your team members rather than being handed down from above—are what drive real innovation. By giving your employees the freedom to take charge of new ideas, you create an environment where they can be creative and feel like they can make a difference.
The Power of Employee-Driven Innovation
Why Grassroots Initiatives Work
When your team leads the charge, they bring real, on-the-ground insights that can spark innovation and initiatives that aren’t mandated, top-down projects. You’ve probably seen that lightbulb moment from someone who deals with day-to-day challenges firsthand.
This idea, sometimes called decentralized decision-making, means that instead of one central authority making every call, decisions are spread out across your organization. This approach leverages diverse insights and leads to faster, more creative solutions.
Research backs this up, too. For instance, studies in Harvard Business Review have shown that organizations that democratize innovation can enjoy productivity gains of up to 20% (HBR, 2022). Plus, a McKinsey report found that teams embracing decentralized decision-making saw innovation outcomes rise by 15–20% (McKinsey, 2022).
Building a Culture of Trust and Psychological Safety
Creating the Right Environment
For grassroots initiatives to really take off, you need a culture where everyone feels safe to share their ideas. It’s all about sending a clear message: “Your voice matters.” This kind of environment encourages creativity and risk-taking, which fuel innovation.
Actionable Strategies
Here are some steps you can start with today:
- Open Communication: Set up regular forums or town hall meetings where your team can share ideas without fear of judgment. Using digital collaboration tools—like dedicated Slack or Teams channels, or internal idea boards—can help make the process even smoother.
- Recognition Programs: Celebrate contributions, whether big or small. Recognize innovative ideas in meetings, newsletters, or through an employee spotlight. This reinforces that creative thinking is truly valued.
- Leader Behaviors: Show vulnerability and openness. As Josh pointed out, when you admit you don’t have all the answers and then step back to let your team take the lead, you build an environment of real empowerment.
Research from ERC reveals that every recipient of the 2024 NorthCoast 99 top workplace award formally measures employee engagement and takes action based on the findings. These award-winning organizations are recognized as the 99 best in Northeast Ohio for attracting, developing, and retaining top talent.
When we talk about a “strong trust culture,” we’re talking measurable outcomes—consistently high engagement scores and low turnover rates.
Measuring the Impact of Grassroots Initiatives
The Need for Metrics
You might be asking, “How do I know if these initiatives are really working?” That’s a great question. While the benefits of empowering your team are clear, measuring ROI isn’t always straightforward.
Key Performance Indicators (KPIs)
Let’s break down a few key metrics you can track:
- Employee Engagement Scores: These usually come from regular employee engagement surveys where your team rates their commitment and satisfaction. Tracking these scores over time can help you see trends linked to your new initiatives.
- Idea Output: Keep tabs on the number of new ideas submitted and, more importantly, how many of those ideas get implemented. This might involve measuring improvements in processes or products.
- Productivity Improvements: Look for changes in metrics like turnaround times or project completion rates before and after you launch an employee-led program.
Overcoming Challenges and Resistance to Change
Changing the way your company works isn’t always easy. You might face some pushback, especially if your organization is used to a traditional top-down approach.
This is where change management comes into play. Think of it as your game plan for helping everyone get on board with a new way of doing things—it’s all about clear communication, a bit of training, and steady support to make sure the transition is smooth.
Strategies to Tackle Resistance
Here’s what you can do:
- Transparent Communication: Be upfront about why you’re shifting toward an employee-driven model and how it benefits everyone.
- Pilot Programs: Start small. Try out your new approach in one department or with a single initiative before rolling it out company-wide.
- Leadership Training: Help your managers adjust by investing in training that equips them to support this new model and guide their teams through the change.
While Josh’s approach shows the benefits of stepping back and letting your team lead, it’s important to remember that every organization is different. Some experts even recommend a hybrid model that blends top-down vision with bottom-up innovation to best suit your unique needs.
ERC’s own Tom Ault explored different leadership styles that each generation feels more aligned with—check that out here: Expert Tips on the Preferred Leadership Style for Each Generation.
A Practical Framework for Empowering Employee Initiatives
Ready to jump in? Here’s a simple, step-by-step guide you can adapt for your organization:
- Create a Culture of Openness: Start by encouraging idea-sharing with regular brainstorming sessions and feedback loops.
- Establish Clear Processes: Set up structured channels—like an idea portal or digital suggestion box—to submit and review new ideas.
- Provide Resources and Support: Dedicate time, budget, and mentorship to help promising ideas grow.
- Measure and Iterate: Use KPIs to track progress and make adjustments based on what works best.
Conclusion
We hope that Josh’s insights, combined with our tips and research, give you plenty to think about. What’s one change you could make today to empower your team? Remember, the best initiatives in your workplace don’t have to start with you at the top—they can come from anywhere.
