Listening to Your Employees Makes Them Feel Valued and Boosts Engagement

Listening to Your Employees Makes Them Feel Valued and Boosts EngagementSuccessful leaders understand that effective communication can dramatically increase employee engagement. A big part of achieving this is learning how to listen to your employees when they’re giving feedback — positive or constructive — or talking about a difficult personal situation. When employees feel that their words have value, they are more likely to feel engaged in their work, their team and the organization as a whole.

This week, I’ve been reading about how effective communication, including listening to your employees, can increase engagement. I think you’ll find these articles and blog posts helpful.

6 Ways To Listen To Your Employees. Forbes: “You have to soften if you want to listen, because you’re going to hear some things you don’t want to hear at first. As you warm up the culture and take down the barricades that keep people from connecting to their power sources at work, your teammates will see that movement and they’ll react to it. Their feedback will be less harsh, which is another word for wounded or resentful, over time. When your wins are their wins, the Us vs. Them mindset will first erode and then disappear. At first when you start listening, you have to be brave.”

The (Silent) Voice of the Employee. Xerox: “Improving people performance in the context of a solid business model, by default, improves corporate performance. To succeed at that, you need to be serious about—and be good at—’employee listening.’ That’s because understanding employee attitudes, beliefs, and behaviors in managing their careers, staying physically healthy, and being financially secure is critical to identifying and driving the kinds of organizational change that lead to better performance. By focusing your efforts to improve overall engagement and performance, you gain a competitive advantage.”

Communication Is Key to Genuine Employee Engagement. Business News Daily: “Specifically, more than 70 percent of employees have a favorable view of their company and think the best years are still to come when employers effectively communicate company goals and objectives, company performance, and how each worker is personally contributing to the business’s success. ‘The reputational impact of effective internal communications is clear,’ Carol Gstalder, senior vice president of reputation management and public relations practice for Harris Poll, said in a statement. The study’s authors said it’s up to managers to boost their communication efforts. Gstalder said employees often look first to their supervisors to obtain the information they need to do their jobs and that effective managers share company information in ways that resonate with their staffs.”

5 Tips for Effective Workplace Communication. Harrington Starr: “Being an effective communicator means listening as well as talking. Sounds easy, but listening actually takes some practice. Each time you have a conversation, pretend there’s going to be a quiz at the end of it. Try to keep a mental checklist of all the important points the other person makes. When the conversation is over, force yourself to recall at least three important things the person said. Get in the habit of doing this until listening becomes second nature. ‘Two monologues don’t make a dialogue.’”

Active Listening Skills For Managers. Leadership Directions: “Listening is a process of communication and, to be successful, it must be an active process. In other words, you must be an active participant the communication process. One serious misconception is that listening is the same as hearing. It could lead us to believe that effective listening is instinctive. Consequently, we make little or no effort to learn or develop listening skills and thus neglect a vital communication function. Hearing is only the first stage of listening. It occurs when sound waves are picked up by the ears and then delivered to your brain for processing.”

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Talmetrix‘s cloud-based software connects existing organizational data (facts) with real-time employee feedback (feelings) providing a clear view of the impact the employee experience has on your business.

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