One of the skills needed to lead a dynamic, connected and empowered workforce is the ability to listen. As leaders we need to listen harder and deeper now than we ever have. Why? Our workforce has changed. They expect us to hear and involve them. This takes focus and effort on our part.

Leaders need to listen to what is said and what is unsaid.

Listening to the right messages that are “said” takes practice, as a lot gets said in organisations. So, leaders need to cut through the noise and focus improvement and action on what matters most to the organisation and employees.

“Said” data sets includes the employee engagement results, team dialogue and feedback. Things that get said are easily identified and come in the form of “we need to get better at…” or “I wish I could….” or “why don't we…” Taking action on the said is something we can do routinely by empowering employees to take action on useful suggestions. Trying new ways of working is a key way we can demonstrate our listening.

The “unsaid” is less straightforward. The unsaid are often behavioural indicators of engagement that aren’t measured in opinion surveys. They can exist elsewhere in the organisation in formal data sets including customer complaints, sick days, awards won, incidents or compliments. The unsaid are behavioural outcomes of low or high employee engagement. They don’t necessarily show up in the annual engagement survey results but they happen every day. And are key listening points that we need to tune in to.

Unsaid behaviours can also manifest in team reactions or responses. They are part of the teams culture. Teams or employees act in a way that demonstrates how they feel: an eye-roll, a request ignored, a surprise sick day. All classic “unsaid” data that good leaders are tuned in to and take action on.

Here are two ways you can listen better and tune in to your teams vibes:

Open your door….(figuratively).

Let your employees in. Show them you want to hear from them and make it clear you are “all ears”. Demonstrate your listening through dedicated action and two way dialogue.

Making yourself available is the first step to really aligning with the needs of your employees and tuning in more deeply to them and in turn your customers. Bigger results will come your way if you plan listening and actions around challenges and improvements in your team.

Open your door...(literally).

If you are serious about connecting with your team, then spend more time with them. Get out of the office and be "in" the team. Be accessible, visible, available, contactable.

Sitting with your team means you’re able to connect more deeply and understand the said and unsaid much better. And you will get better outcomes because of it.

If you listen harder, you can lead better. Being “in” the team, not leading it from elsewhere, means you build a deeper connection, read co-workers sentiments easier and can contribute and support them instantly when needed. You are tuned in.

I'd love to hear your thoughts in the comments below. Are you in the team and listening to the said and the unsaid?

How to listen to your team