Is Your Leadership Team Listening or Just Hearing?

Let’s be honest—we’ve all been in meetings where ideas bounce off the walls and vanish into thin air. Employees speak, leaders nod, and yet, nothing really changes. So, the big question is: Is your leadership team truly listening, or are they just hearing?

Listening and hearing aren’t the same. Hearing is passive—it’s what happens when you catch background noise while scrolling through emails. Listening, on the other hand, is active. It’s about processing, understanding, and acting on what’s being said. And in today’s dynamic workplaces, where employee engagement can make or break a company, this difference is massive.

Why Listening Matters More Than Ever

In the Indian corporate world, where hierarchy often reigns, employees sometimes hesitate to voice their concerns. And when they do, it’s crucial that leaders actually listen. Take the example of Infosys, where leadership circles engage in regular feedback loops, ensuring that employee insights translate into actionable strategies. This practice doesn’t just boost morale—it drives performance.

When employees feel truly heard, they are more engaged, more productive, and less likely to jump ship. A Glassdoor survey even revealed that companies with responsive leadership have 25% lower employee turnover. That’s not a coincidence—it’s the power of listening.

The Pitfalls of Just Hearing

Many leaders think they’re listening because they hold town halls or send out feedback surveys. But if those surveys collect dust and town halls turn into one-way lectures, what’s the point?

Let me share a story. A friend working at a mid-sized tech firm in Pune once shared that her manager would start every meeting with, “Your feedback is important.” Yet, none of the suggestions ever saw the light of day. Over time, employees stopped speaking up. The leadership wasn’t malicious—they just weren’t listening. They were hearing, but not processing.

Signs Your Leadership Team Isn’t Listening

1. Repetitive Employee Concerns: If the same issues keep popping up, chances are they were never addressed in the first place.
2. Low Participation in Feedback Channels: If surveys and meetings have poor participation, it’s a sign employees feel unheard.
3. High Turnover Rates: When employees don’t feel valued, they leave. Simple.
4. Innovation Stagnates: Lack of new ideas or creative solutions often stems from a culture where voices are ignored.

How Leaders Can Become Better Listeners

1. Active Engagement in Conversations
   Leaders should ask follow-up questions, paraphrase points to show understanding, and encourage dialogue. It’s about being mentally present.
2. Close the Feedback Loop
   If employees share ideas, acknowledge them and, most importantly, act on them. Even if an idea can’t be implemented, explain why. Transparency builds trust.
3. Encourage Open Communication
   Create safe spaces for honest conversations. Anonymous feedback tools, open-door policies, or even informal chats over chai can make a huge difference.
4. Train Leaders on Empathetic Listening
   Listening is a skill. Invest in leadership training that focuses on empathy and emotional intelligence.
5. Diversify Feedback Channels
   Not everyone is comfortable speaking up in meetings. Offer multiple ways for employees to share feedback—digital platforms, suggestion boxes, or even small group discussions.

Indian Companies Leading the Way

• Tata Consultancy Services (TCS): Known for fostering an inclusive culture, TCS regularly conducts employee pulse surveys and actually implements suggestions, creating a responsive work environment.
• Mahindra Group: Their leadership actively engages with employees across levels through mentorship programs and interactive sessions, bridging the gap between strategy and execution.

Final Thoughts

Listening isn’t about ticking boxes; it’s about building trust. Employees don’t expect leaders to act on every idea, but they do expect to be heard and respected. When leaders truly listen, they create a culture where innovation thrives, employees stay engaged, and businesses grow.

So, ask yourself—is your leadership team listening, or are they just hearing?

About Author

Amol Londhe

Amol Londhe is a visionary leader and expert in employee experience and organizational development. With years of experience in shaping people-centric workplaces, Amol combines strategic insight with a deep understanding of human behavior to drive engagement and performance. His work focuses on creating inclusive cultures, fostering innovation, and aligning employee well-being with business success. As a passionate advocate for meaningful workplace transformation, Amol empowers organizations to unlock their full potential through thoughtful leadership and data-driven strategies. The Art and Science of Employee Experience reflects his dedication to reshaping the future of work.