Why listening to employees is essential in the modern workforce

For most HR and L&D leaders, it’s clear that listening matters. But between a busy schedule and organizational demands, how can you ensure every employee feels genuinely heard? Because when people feel ignored, they disengage. And when disengagement spreads, retention, culture, and performance all take a hit.

Unfortunately, this challenge is more widespread than many leaders realize.

A full 83% of employeees say they aren’t listened to fairly or equally at work. Even more concerning: 41% have left a role because they didn’t feel heard. If your team’s feedback is going unacknowledged, you're at risk of losing top talent and weakening your learning culture.

In this article, we explore:

• Why listening is more urgent than ever
• What the disconnect between leaders and employees really looks like
• Three business-critical benefits of active listening
• And practical, actionable steps to help your team feel seen, valued, and engaged

Let’s get into it.

Listening has always been essential. But in today’s hybrid, fast-moving workplace, where employees juggle personal demands, digital fatigue, and shifting expectations, it’s become non-negotiable.

While many organizations say they value feedback, the data tells a different story.

Employees don’t feel heard

According to The Heard and the Heard-Nots by The Workforce Institute:

• 83% of employees say they aren’t listened to fairly or equally
• 60% feel their opinions are ignored
• 47% believe underrepresented voices are overlooked
• And 35% feel their manager doesn’t care about them as a person

The impact is felt more acutely by younger workers—just 16% of Gen Z employees say they can freely express their opinions to managers, compared to 67% of older peers. Parents, LGBTQIA+ employees, and those from traditionally marginalized backgrounds also report being disproportionately unheard.

For any team striving to build a more inclusive culture, these gaps represent a clear call to action.

Leaders may not see the problem

There’s a disconnect between what employees experience and what leaders believe. Nudge research shows:

• 35% of employees don’t feel heard
• Yet 65% of leaders believe they’re fostering a feedback culture

Bridging this gap starts with honest reflection. Are your feedback processes truly inclusive and visible? Are employees confident their voices will lead to meaningful action?

This isn’t just about being ignored or occasional hurt feelings. While this would be bad enough, All Voices’ State of Employee Feedback 2021 Report  shows that a lack of listening actively drives turnover and disengagement:

• 41% of employees have left a job because they didn’t feel heard
• 34% would rather leave than speak up to management
• Gen Z employees are especially likely to walk—40% prefer switching teams over giving feedback

Listening, then, becomes a powerful tool for reducing attrition and boosting engagement.

The connection between being heard and feeling like you belong is strong and measurable.

According to The Workforce Institute:

• Employees with high belonging are 4x more likely to feel heard
• Yet 39% don’t feel appreciated at work
• 59% say being recognized makes them feel like they belong
• 51% want opportunities to express their opinions freely

Women and underrepresented groups face additional barriers. For example, 39% of women feel their ideas are dismissed, compared to 30% of men. Even common workplace behaviors like "hepeating" (when a man repeats a woman’s idea and receives credit for it) contribute to the problem.

The takeaway: equitable listening is crucial for team engagement and foundational to inclusion.

When employees feel heard, it positively impacts every part of the business. Here’s how:

• Higher engagement: People are more invested in their work when they know their voice matters. Listening builds trust and strengthens motivation.
• Greater productivity: Employees who feel heard tend to contribute more consistently and with greater confidence—leading to better outcomes across teams.
• Stronger collaboration and innovation: A culture of listening encourages idea-sharing and creative problem-solving, helping teams adapt and grow together.
• Improved retention: When people feel valued, they’re more likely to stay. Listening helps reduce turnover and build long-term loyalty.
• Better business performance: Listening isn’t just a cultural win—it’s a strategic one. Engaged, motivated teams are more likely to drive results and support company goals.

Creating a culture where everyone feels heard doesn’t happen by accident. It takes intention, consistency, and follow-through. Here are five ways to get started:

• Create space for meaningful input
  Don’t assume silence means satisfaction. Employees often have valuable perspectives on how to improve workflows, address gaps, and strengthen team dynamics, but they may not always feel invited to share. Start by asking.
• Act on the feedback you receive
  Listening is only the first step. Employees want to know their input is taken seriously. That doesn’t mean saying yes to everything, but it does mean acknowledging their ideas, explaining decisions, and showing where feedback leads to real change.
• Make feedback easy and accessible
  The best feedback systems are consistent, visible, and simple to use. Whether it's a regular survey, open forums, or manager check-ins, build channels that work for your people—and communicate how and when to use them.
• Make feedback feel normal, not risky
  When feedback is built into everyday culture, it stops feeling high-stakes. Encourage open conversations at every level. A psychologically safe environment builds trust, supports growth, and helps innovation flourish.
• Give people the option to stay anonymous
  Not everyone feels comfortable speaking up directly. Providing anonymous channels empowers more people to share honestly—especially on sensitive topics—and can help surface insights you might otherwise miss.

When learners feel heard, they show up differently. They contribute more. They grow. They stay.

For time-strapped HR and L&D leaders, this should also ease your workload. It’s about aligning your efforts with what matters most: making your people feel seen, valued, and part of something meaningful. That’s the real ROI of listening.