A strong business or strategic plan requires more than just a few good ideas at the top. It needs alignment, clarity, and buy-in from the people responsible for making it happen. That includes your employees.
For UK business owners and leaders, involving your team in the planning process isn’t just a ‘nice to have’; it can be the difference between a strategy that thrives and one that never gets off the ground.
Why employee involvement matters
Your employees are key stakeholders in your business. When they understand and support your goals, they’re more likely to contribute ideas, challenge assumptions, and drive better results. As one strategy expert puts it, getting input from the wider team can often be the difference between a plan that succeeds and one that stalls.
So, how do you get employees meaningfully involved in your strategic thinking?
1. Start with clarity
Your team can’t get behind something they don’t understand. Be clear and consistent when sharing your business goals, and explain why they matter. When people understand the bigger picture, they’re more likely to align their day-to-day decisions with the overall direction of the business.
You don’t need a big presentation, just a straightforward conversation, held regularly enough to keep people in the loop.
2. Ask for honest feedback
You might be surprised by the insights your employees can offer—if you take the time to ask.
Invite your team to share what they think is working well and what could be improved. A straightforward method is to ask each person to highlight three things the business is doing well and three areas that aren’t effective. Then, explore those ideas together: what should you do more of? What needs to stop?
This isn’t about opening the floodgates to criticism; it’s about giving people a voice and listening with curiosity.
3. Run a short survey
Surveys are a good way to capture honest feedback, especially if anonymity is an option. They also demonstrate that you’re serious about listening.
A short pulse survey can be enough. Ask a few focused questions and leave space for open comments. And once the results are in, follow up with a summary and next steps so people know their input wasn’t wasted.
4. Offer light-touch training
Not everyone on your team will be familiar with strategic thinking or long-term planning. Offering basic training, whether it’s a short session or a guided discussion, can help employees feel more confident and engaged.
It’s also a great way to build a wider understanding of how strategic decisions are made and why they matter.
5. Host a planning focus group
If you’re looking for more in-depth insights, consider conducting a focus group with employees from across the business. Create a space where they can talk openly about what’s working, what’s holding them back, and where they see opportunities.
Make sure it’s not framed as just another tick-box exercise. Set the tone early: This is their chance to shape the future direction of the business.
6. Keep the conversation going
One of the biggest reasons employees don’t engage with strategy is simple—they’re not being kept informed of what’s happening.
Don’t wait until your plan is finished. Share updates throughout the process, invite feedback along the way, and highlight how employee input has contributed to shaping decisions. A quick update at a team meeting or a short email can go a long way in building trust and alignment.
The bottom line
If you want your strategy to work in practice, you need your people to feel part of it. By opening up the process, listening to your team, and maintaining open communication, you foster a culture of shared ownership and significantly improve your chances of success.
Your employees know more than you might think. And when you give them a chance to contribute, it’s not just good for morale—it’s good for business.
Want more guidance on planning for the future?
Download our free guide: A Four-Step Guide to Strategic Planning for Business Owners
