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Listening: The Foundation of Trust and Motivation in the Workplace

Are you listening?


Don’t misunderstand here– hearing is not the same as listening


The ability to listen well is often overlooked in the pursuit of efficiency. 


Listening is the bedrock of trust and motivation. Intentional listening transforms the workplace, creating a culture where employees feel valued and heard. Employees thrive in this environment.  


Listening is a basic need

Listening is not just a nice-to-have— it’s a fundamental human need.


Take Maslow’s Hierarchy of Needs as a guide. This theory from psychology outlines a five-tier pyramid-shaped model of human needs. In this model, the most basic needs are at the base of the pyramid, and the higher-concept needs are at the top, each level building on the one before it. 


Let’s take a look below. 


Maslow’s Hierarchy of Needs

  1. Physiological Needs: Food, water, shelter, and sleep.

  2. Safety Needs: Physical safety, financial stability, health, and a secure living environment.

  3. Love and Belonging Needs: Relationships, love, friendship, and a sense of belonging. 

  4. Self-Esteem and Recognition Needs: Confidence, independence, and a sense of achievement as an individual. Recognition from others includes the need for respect, appreciation, and acknowledgment from others. 

  5. Self-Actualization: Personal growth and fulfillment. It’s about achieving one’s potential and finding purpose.


Why Listening Matters

Active listening is essential communication. It signals to the speaker that they are valued and that their thoughts and feelings matter. This sense of belonging is critical for emotional and relational health.


Listening is validating! When someone feels heard, it boosts their self-esteem and reinforces a feeling of importance and respect within their community.


Trust and Motivation

Trust and motivation are critical for workplace success, and listening is the lynchpin for both. 


Building Trust

Managers who actively listen show respect and empathy for their team members. Employees are more likely to trust leaders who take the time to understand their perspectives. 


Trust grows when employees' need to be heard is met. They feel safe to express concerns or share ideas without fear of dismissal or retribution.


Driving Motivation

Purpose is a terrific motivator. By listening to a team member’s aspirations, feedback, and challenges, managers can align organizational goals with individual strengths and passions. 


Active listening is an invaluable tool for increasing engagement and enthusiasm.


Research supports the claim that employees who feel heard are more engaged and motivated. 


According to a Salesforce study, employees are nearly five times more likely to perform at their best when they feel their voice is valued. This makes listening not just a soft skill, but a strategic tool for HR and operations managers.


Case Study

Consider the story of a mid-sized manufacturing company struggling with high turnover rates. 


During exit interviews, an HR manager discovered employees felt their concerns were ignored. They felt unappreciated and inconsequential. 


In response, the company implemented biweekly listening sessions where employees could share ideas and grievances directly with leadership.


Management was diligent in modeling active listening skills. Within a year, turnover dropped by 30%, and employee engagement scores rose significantly.


Listening leads to measurable outcomes. Employees who feel heard are more likely to stay, grow, and contribute to the organization’s success.


How Do I Cultivate a Culture of Listening?

Listening is not just an interpersonal skill– it’s a transformative catalyst for development and growth. Operations managers and HR managers need to understand and model this concept better than anyone.  


Here are a few ways to create a culture of listening: 


  1. Practice! Don’t just hear; understand and acknowledge your employees through verbal and non-verbal cues that show you are really hearing what they have to say. Active listening is a skill that develops with effort over time. 

  2. Ask questions to understand: Don’t just nod and think “I wonder what that means…” Instead, ask questions. Prompt additional thoughts by saying things like: “Say more about that.” Or, “Can you explain this more?” Or “Help me understand.”

  3. Foster an open-door policy: Show your team that feedback and ideas are always welcome. 

  4. Respond, don’t react: Make sure that when employees speak, they know their voice has an impact. 


The Power of Listening

When employees know that their ideas, concerns, and contributions matter, they don’t just come to work— they show up, engage, and thrive. 


Listening to employees turns a good company culture into an exceptional one. 


Listening is one of the most basic needs we have as humans—and meeting that need is transformative. 


The next time you’re in a conversation with an employee, pause, listen, and reflect. You might be surprised by the insights you uncover—and the trust you build along the way.


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