The Impact of Listening

Apr 1 / Sally Acton
Have you ever noticed how some voices make you lean in closer, hanging onto every word? Maybe it’s the way they pause. The tone. The rhythm. Or how a foreign language—even if you don’t understand it—makes your ears perk up, your brain scrambling to decode it. Perhaps it’s an unexpected accent that instantly softens you, sharpens your focus, or stirs a smile. Listening isn’t just about the words—it’s about how they’re delivered, how they make you feel, and whether they invite you in.  

Now imagine if your employees felt that same magnetic pull every time they spoke up at work—curious, seen, and valued. The truth is, most companies say they’re listening, but few are truly tuned in. And when people feel unheard, the consequences echo louder than you might expect… 

Grand Declarations vs Real Conversations 

Hear ye, hear ye! Let it be known throughout the corporate kingdom… 

We declare the importance of employee feedback! We proclaim our commitment to “open-door policies”! The scrolls (aka annual surveys) are sent forth, the inboxes are open, and leadership dutifully nods from the ivory tower.

And yet… beneath these grand proclamations, a silent revolt brews.

Because here’s the reality check: organisations with a strong listening culture are 6× more likely to hit their financial targets, 9× more likely to deliver high customer satisfaction, and 4× more likely to keep their top knights (your best talent) from fleeing the castle.
Meanwhile, when employees feel their voices echo unanswered through the halls, disengagement rises like a storm. In one global survey, 34% of employees admitted they’d rather quit or switch teams than voice their concerns to leadership. That’s not just alarming—it’s a full-blown call to action. 

Your Listening Toolkit 

Every wise ruler knows: a thriving kingdom relies on the voices of its people. So how do you make sure you're truly hearing them? Here’s your toolkit:

  • Surveys & Scrolls – Track sentiment across the land, but beware of survey fatigue. One scroll too many, and your villagers will stop replying.
  • Pulse Proclamations – Short, sharp messages to check the kingdom’s pulse. Google does it weekly—you could too.
  • Anonymous Couriers – Trusted channels for candid whispers, especially when the stakes are high.
  • One-on-One Audiences – Private chambers where managers and their people speak plainly, without the court looking on.
  • Townhall Councils & Focus Forums – Gathering voices from across the kingdom, digging deeper to uncover the real stories behind the numbers.
  • Always-On Enchanted Mirrors (Tech Platforms) – Magical portals (a.k.a. apps, digital tools) open at all times, so feedback flows without needing a royal decree.
  • Stay & Exit Dialogues – Whether keeping loyal subjects or learning why they leave, these conversations offer pure gold insights. 

How to Measure Whether You’re Winning the Trust 

Let’s be honest—it's not enough to say you're listening. If you want to convince the royal court (aka the C-Suite), you’ll need proof that all this effort is driving real results.

Here’s what to track:

  • Engagement Scores & eNPS – If your Employee Net Promoter Score starts climbing, it’s a sign your people feel heard and valued.
  • EVP Alignment – Got an Employee Value Proposition? Make sure your surveys and feedback reflect your promises—nothing worse than a broken royal oath.
  • Turnover & Retention Rates – If people are bolting for other kingdoms, you’ve got a listening problem.
  • Performance & Productivity Metrics – Engagement leads to better output. Simple.
  • Employee Well-Being & Burnout Stats – If stress signals appear in the feedback, track how your interventions improve well-being.
  • 360-Degree Feedback & Leadership Growth – Strong leaders are often great listeners. Are their scores improving?
  • Innovation Input – More fresh ideas coming your way? Listening’s working. 

Closing the Feedback Loop 

Here’s the deal: Listening without action is almost worse than not asking at all. 

Imagine your villagers come to the gates, voice their worries, offer ideas—and hear nothing back. Over time, their trust erodes. Innovation dries up. They stop caring. 

Closing the loop isn’t a ceremonial gesture. It’s the heartbeat of any thriving workplace. 

Here’s what real loop-closing looks like: 

  1. Acknowledge the feedback – Even a simple “Thank you, we heard you” keeps the conversation alive. 
  2. Be transparent – Share key takeaways from feedback. Shine light into the halls so no one feels left in the dark. 
  3. Act—even if the answer is ‘no’ – Not every idea gets implemented, but silence? That’s deadly. A well-explained ‘no’ still builds trust. 

    “We heard your request for more remote days. Due to operational constraints, we can't action it now—but we’re looking at other flexible options.” 

  4. Quick wins matter – If there's an easy fix, do it fast. Show people that their voices trigger real results. 
  5. Keep the conversation going – Feedback isn’t a once-a-year festival. It’s an ongoing dialogue. 

What Happens When You Close the Loop (or Don’t)

Close the loop well, and here’s what you’ll notice:

  • Engagement goes up.
  • Innovation flows freely.
  • Retention improves—people stay loyal to kingdoms that value their voice.
  • Trust strengthens; leaders become more credible.

Ignore it? Expect:

  • Disengagement to spike.
  • Great talent to ride off to greener pastures.
  • A silent workforce doing just the bare minimum.
  • Leadership trust eroded—hard to rebuild once it’s gone. 

The Kingdom That Listens Wins 

In today’s marketplace, the companies that master the art of listening aren’t just building better workplaces—they’re building resilient, innovative, thriving kingdoms.

So ask yourself honestly: Are you collecting scrolls and issuing proclamations… or are you genuinely listening to the voices of your realm?
If not… perhaps it's time for a royal chat, yeah? 

The power of listening goeth far beyond this short blog, good reader. If thou seeketh more wisdom (with facts and all that clever stuff), a mighty white paper awaiteth thy download below.
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