Why tuning in is key to a more human workplace

Many organisations say they’re listening. But true employee listening means more than sending out pulse surveys or inviting questions at a town hall. Teams want to feel heard and to see that their feedback leads to meaningful action.

When that doesn’t happen, people question whether their input was ever meant to make a difference – and stop speaking up. In fact, 41% of employees have left a job because they felt their feedback wasn’t valued (Exploding Topics, 2024). A lack of visible follow-up doesn’t just affect future engagement – it can undermine trust, increase resistance to change and impact retention.

That’s why ‘tuning in’ matters. It’s not just listening – it’s showing people they’ve been heard, acting on what they’ve said and communicating in ways that reflect their reality. And when organisations take that approach, they create workplaces where people feel safe to speak up and are more invested in the business’ success.

Stop broadcasting, start tuning in

A truly human workplace doesn’t just broadcast out to people – it listens to them. ‘Tuning in’ is the opposite of broadcasting. It’s about listening first, responding with consideration and using communication in ways that help the workforce feel seen, heard and involved.

When organisations rely on one-way updates or generic messaging, people feel overlooked. But when communication is shaped by what employees are experiencing – their concerns, ideas and questions – it starts to build trust. It shows that feedback isn’t just collected, it’s taken seriously.

And the impact is real. Employees who feel their opinions are heard are 4.6 times more likely to feel empowered to perform at their best (Salesforce, 2023). Over time, ‘tuning in’ helps build the psychological safety that leads to better performance, stronger loyalty and openness to change.

Three ways to ‘tune in’ to your workforce

 1. Close the loop

Gathering feedback is just the starting point. What matters next is showing employees that their input has been acknowledged and is leading to meaningful action. Create listening loops that go beyond surveys – through manager check-ins, team conversations and business follow-ups. And be transparent, even if the answer is “not yet.”

2. Reflect reality in your tone of voice

Messaging that sugarcoats or ignores what people are experiencing can quickly erode trust. Communication should reflect what employees are feeling, not just what the business wants to say. When your tone and messaging are shaped by real employee insight, it shows you’re listening. Speak in human, inclusive language, and be clear about what you know and what you’re still working out.

3. Make managers part of the conversation

Managers play a vital role in helping people feel heard and can help keep your listening strategy alive. Support them with the tools to unpack what feedback really means, explain outcomes and continue conversations in a way that feels thoughtful and human.

Building human-centred cultures with THRIVE

We use our THRIVE methodology to help organisations build fairer, healthier and more connected workplaces through improved communication. One of our six pillars is HUMAN – focused on what it really means to ‘tune in’ to your people.

That starts with hearing what employees are really saying and understanding what they need. It means recognising people not just for what they do, but for who they are – their roles, life stages, backgrounds and individual needs. It’s about creating a culture where colleagues feel seen, supported and safe to speak up.

Want to dig a little deeper?

Try our Human Diagnostic – a quick tool for HR, comms and leadership teams who want to check how well they’re really tuning in to their people. It only takes a few minutes and gives you practical insights to strengthen trust, connection and culture. Take the diagnostic.

How we support a human approach to employee listening

Exceptional workplace cultures don’t happen by chance – they’re built through intentional, inclusive and insight-led communication. We help teams:

• Shape language, tone and listening strategy
  From tone of voice guidance to comms planning, we help you build the foundations for more human, responsive communication.
• Bring campaigns to life with authentic employee storytelling
  We support creative concepting, campaign activation and comms that put employee voices at the heart of the message.
• Support manager comms, feedback loops and wellbeing-led engagement
  From toolkits and talking points to insightful video learning, we help managers communicate with clarity and confidence – and keep listening going beyond an annual survey.

‘Tuning in’ isn’t a one-off exercise – it’s a shift in how organisations listen to and communicate with their workforces. Because when employees feel heard, they’re more likely to stay, contribute and thrive.

Here are three ways to work with us:

Activator – Have a story you need to tell? We help simplify complex ideas, shape strong narratives and build campaigns that bring everyone with you. Book a call to discuss your brief.

Pathfinder – Struggling for budget but need direction? Join our community of passionate changemakers and access free guides, tools and events. Sign up to join Work Wonders here.

Co-creator – Already have an in-house team or agency but need fresh thinking? Tap into our advisory services to bring in external perspective and energy. Let’s talk about your challenges, book a call here.