A recent communication blog from the Glasers, they reminded us of the power of listening to improve employee well being. Rosalind Chow in Inc pointed out that only 20% of employees typically participate in wellbeing programmes. Rosalind suggested making listening a habit through:
- Making time for real conversations. Block space for check-ins that aren’t rushed or transactional. An Executive I coached recently was saying he was always late for meetings because he took the time to talk to his people. His PA was always chasing him and trying to get him to the next meeting on time. Rather than not stop and chat we talked about having 45 minute meetings that gave him time to have the checkins and still be on time.
- Practice active listening. Ask follow-ups, reflect what you heard, and show you understood.
- Follow through. If someone shares a concern, act — or explain why you can’t. This is a key part of the trust equation!
- Lead by example. Your behaviour sets the tone for the entire team.
The wise amongst you will be saying – that’s not just listening, it’s people centric leadership – and you would be right. The UK Commission on improving wellbeing at work, named improving relationships people had with their line manager as having the most significant impact on employee wellbeing.
