Could democratic leadership benefit your workplace? 6 tips to try it
Clinically reviewed by Dr. Chris Mosunic, PhD, RD, CDCES, MBA
Think democratic leadership is just for politics? Think again. Discover the characteristics of this inclusive leadership style, plus learn how to try it in your workplace.
Those who have spent any time in the workforce have probably had bosses who inspired them to try their best — and those who didn’t. While a manager’s personality can have an impact, employees may also respond to their management style.
Some leaders micromanage their teams, dictating how projects should be run, and only listening to the ideas of senior staff members. But others are more collaborative, encouraging all team members to pitch in and making final decisions with everyone’s input. This is called democratic leadership.
Democratic leadership doesn’t work for all situations, but many people like it because it emphasizes teamwork, mutual respect, and giving everyone a voice. Basically, the best idea wins, regardless of whether it comes from an executive or an intern, and as a result, many people feel incentivized to give their all.
If you’re managing a team and you want to boost morale, improve collaboration, and create an open, trusting work environment, democratic leadership might help. Here’s how.
What is democratic leadership in the workplace?
Democratic leadership is when you involve your whole team in the decision-making process. You don’t hand over complete control, but you do make space for everyone’s opinions, ideas, and perspectives. While the leader still has the final say, getting everyone involved creates a sense of ownership and inclusion.
It’s a style that values transparency, trust, and open communication, and it can help build an environment with better problem-solving and a stronger sense of belonging. In turn, people have higher job satisfaction, and feel more invested in their work and the company’s success.
6 characteristics of the democratic leadership style (with examples)
Everyone’s workplace is different — and no two managers are the same. Still, here are a few typical characteristics of the democratic leadership style.
1. Open communication: Democratic leaders ensure everyone feels comfortable sharing their ideas and opinions through regular check-ins, open-door policies, and group meetings. A manager might hold brainstorming sessions where team members can suggest features for a new product. (If you need help improving your listening skills, try these eight techniques.)
2. Collaboration: Leaders seek input from team members because they value their expertise and insight. When a marketing team works together to develop a new campaign, the team leader would aim to guide discussions rather than micromanaging each person.
3. Collective decision-making: Democratic leaders make sure everyone in the team has a say before the final decision is made. In many companies, people at various levels are able to weigh in on big projects.
4. Employee development: Leaders empower employees by focusing on personal and professional growth. A project manager might encourage team members to take ownership of stretch assignments, giving them opportunities to learn on the job.
5. Transparency: By explaining why certain things are the way they are, leaders can help their team understand the bigger picture. A leader in a nonprofit organization might share why budget cuts are necessary, while asking for feedback on how to prioritize existing resources.
6. Flexibility: Democratic leaders adapt to the needs of the team. They might take a more hands-on approach in certain situations, but step back when employees need more independence. This can help team members feel supported but not micromanaged.
Is democratic leadership right for you? Potential benefits and downsides
Democratic leadership works well for many people and organizations, but nothing is one-size-fits-all. Here’s how to decide whether it’s right for you.
Benefits of democratic leadership
Higher employee engagement: When employees have a say in decision-making, they feel more connected to their work and a great sense of ownership.
More creativity and innovation: When team members know their ideas are valued, they’re more inclined to come up with creative solutions and engage in out-of-the-box thinking.
Better problem-solving: By involving team members, you can get a broader range of perspectives, which can help you find more effective solutions.
Stronger relationships: Trust and respect between leaders and team members can lead to a more cohesive and positive workplace culture.
Downsides of democratic leadership
Slower decision-making: Getting multiple perspectives can sometimes take longer than more top-down approaches, causing delays.
Not ideal during emergencies: In high-pressure situations where quick decisions are needed, it’s inefficient to gather input from everyone.
Risk of conflict: When team members have strong opinions, disagreements may slow progress or cause friction.
How to use democratic leadership: 6 tips to bring it into your workplace
You can begin to incorporate democratic leadership in your workplace without overhauling your entire management strategy. Begin adding democratic elements step by step, building a more inclusive, collaborative environment as you go.
1. Start with smaller decisions
If democratic leadership is new to you and your team, help everyone get comfortable with the idea of sharing input and working together without the pressure of making big, high-stakes choices right away. Ease into it by inviting your team to help make decisions that are not high stakes, but affect them directly.
Try this: Ask for your team members’ input on things like planning the next team-building event, reorganizing office space, or choosing tools for a new project. These decisions may not be critical to the company’s overall strategy, but they can give your team a chance to try democratic decision-making.
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2. Encourage open communication
Your team needs to feel safe to share their thoughts and ideas without fear of judgment. As a leader, it’s your job to create an environment where everyone knows their voice is valued, regardless of their role or level of experience. Here are 15 ways to help your team build rapport.
Try this: Set up regular opportunities for communication, like weekly team meetings and one-on-one check-ins. Add an anonymous suggestion box for those who might feel shy about speaking up. Make sure you are actively listening to your team’s input and consider their feedback seriously. Then, explain why and how you made certain decisions.
💙 Use your meetings as opportunities to deepen your connections. Learn how to do this with Jay Shetty’s Deeper Communication meditation.
3. Give everyone a voice
In a democratic workplace, every team member should feel like they have a voice, regardless of their position. This doesn’t mean everyone gets an equal say in every decision, but it does mean actively seeking input from a wide range of people and not just relying on the most vocal or senior members of your team.
Try this: Ask quieter team members for their input during meetings. Sometimes, those who don’t speak up right away have valuable insights but might feel overshadowed by more outspoken colleagues, or it may just take them an extra minute to gather their thoughts. You can also rotate leadership roles on smaller tasks or projects, giving different team members the chance to take the lead and share their perspectives. This can help build confidence and encourage more introverted employees to engage more fully.
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4. Use collaborative tools to streamline input
Collaboration can get tricky, especially for larger or distributed teams — but there are a number of software solutions to help everyone stay organized and on the same page. From chat tools like Slack and Teams to project management software like Asana and Monday, technology can make sure that everyone is able to contribute their ideas, no matter where they are. They also give team members time to think through their responses, which can lead to more thoughtful feedback.
Try this: Create a shared document where everyone can note their ideas over the course of a few days. Then, when you hold a meeting to discuss the project, you already have input to build on, making the conversation more productive.
5. Be clear about the decision-making process
It’s important to set boundaries up front about how decisions will ultimately be made. Not every decision can be made by consensus, and it’s okay to be transparent about that. As a leader, you’re still responsible for the final outcome, and not everything is going to be a group decision.
Try this: Explain, “I’d love to hear your thoughts on this project plan, and I’ll be making the final decision based on the feedback I get.” This helps manage expectations and avoids potential frustration if a suggestion isn’t used.
💙 Delivering bad news or constructive criticism at work can be stressful. In these moments, ease your worries with the Reducing Work Anxiety body scan.
6. Celebrate collective successes
Celebrate your team’s successes, and be sure to give recognition to each person. This can help reinforce the value of collaboration and encourages everyone to continue contributing their ideas.
Try this: If a product launch or project goes well, acknowledge everyone’s contributions. Send a group email or publicly recognizing their hard work, and mention specific team members who had key insights. This can help create a positive feedback loop, where team members feel appreciated and more motivated to do good work in the future.
💙 Celebrating at work might feel uncomfortable at first — but Mel Mah’s Let’s Celebrate moves show you how simple it can be.
Democratic leadership FAQs
What’s an example of democratic leadership at work?
Democratic leadership in the workplace happens when a manager actively involves their team in decision-making. Instead of the manager dictating a project from the start, they invite team members to brainstorm ideas together. Everyone has the chance to contribute their thoughts on things like messaging, creative direction, practical improvements or logistics.
During meetings, the manager makes sure that quieter voices are heard, encouraging input from everyone, not just the most outgoing employees or senior staff. After gathering feedback, the manager weighs the suggestions and makes the final decision.
Overall, the process is collaborative, and the team members feel a sense of ownership over the outcome. This can help build camaraderie and create more buy-in for the project’s success.
How does democratic leadership affect employees?
Democratic leadership tends to have a positive impact on employees because it makes them feel valued and engaged. When people are asked for their input, they feel like their opinions and ideas matter.
In workplaces that use democratic leadership, employees are often more motivated because they know their contributions help shape decisions. This can lead to higher levels of enthusiasm and commitment to the team’s goals, as employees feel more connected to their work.
Employees under democratic leadership tend to develop stronger problem-solving and communication skills. They often also gain confidence in expressing their views and collaborating with others. This can help build a more trusting, transparent work environment, where people feel comfortable speaking up and sharing their thoughts.
Democratic leadership can create a more inclusive and empowering workplace where employees thrive.
What type of employee would function well with a democratic manager?
Employees who enjoy collaboration and appreciate being included in discussions and decision-making tend to thrive under democratic leadership. These people might not need constant direction and like to talk things out, which makes them well-suited to a workplace where their voice is heard.
On the other hand, employees who prefer a more structured, top-down approach may find the democratic leadership style challenging at first. But even they can benefit from the inclusiveness that it brings.
Can democratic leadership work in large organizations or only in small teams?
With smaller teams, it’s easier to directly involve everyone. You can hold team meetings, gather input, and make decisions together in a more hands-on way. Everyone has a direct voice, and communication tends to be more personal and frequent.
In larger organizations, democratic leadership often requires more structure. You might not be able to involve each employee in every decision, but you can use tools like employee surveys, focus groups, or collaboration apps to gather input from a wider group.
Leaders can also create smaller teams or committees that represent different departments or levels of the company, allowing for more voices to be heard. Scaling the democratic leadership to fit the size of the organization can still make employees feel like their input matters.
How does democratic leadership affect employee retention?
Democratic leadership doesn’t just work in the short-term. It can improve employee retention too, improving the overall health of an organization.
One of the main reasons people stay at a job is because they feel valued and heard. When employees are involved in decisions and feel like they’re making a meaningful contribution, they’re more likely to feel connected to the company and its goals. This sense of inclusion and ownership makes employees less likely to seek out new opportunities elsewhere.
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