With most firms, the majority of meetings include management. Supervisors typically have their say when groups of employees are gathered. For many businesses, this is an integral part of operations and, as such, should continue. Meetings of that nature allow those in supervisory positions to gain a greater understanding of, in a nutshell, just how work is going. The downside, however, is that not all junior-level employees will necessarily speak up with their ideas at such a meeting. In fact, virtually all employees will likely hold their tongues on certain issues when those above them in the chain of command are commanding the conversation. For this reason, we’ve found, it can be quite beneficial to allow for organized peer meetings, during which employees of about the same levels gather without the oversight of a supervisor to review workload, brainstorm ideas, set and review goals and accomplishments, and so on. One way to do this, from a manager’s perspective, is to create an agenda for the peer employees to follow. Set a time-line, and ask for results. The employees can write up the minutes of their meeting and simply hand them over to management, or elect one representative from their group to be the spokesperson for the whole group following the meeting. The main point is: keep management and supervisors out of the meeting, on the other side of the closed door. You’d be surprised what new thoughts and ideas your employees may brainstorm to both improve their team mentality and benefit the work to be done.