Listening Is the Work: Why It’s Time to Tune In

I don’t know about you, but for many people I coach, lead, and live alongside, the world feels heavy right now. Maybe it’s an age thing—or just a sign of the times. Political unrest, environmental shifts, health challenges, generational divides, and organizational uncertainty all feel like pressure building beneath the surface. Add the relentless pace of daily work, and it’s no wonder that one of the first things to go is time to listen.

Many leaders I speak to share a similar tension: they value their teams deeply, but competing demands make it hard to connect in meaningful ways. They’re in back-to-back meetings, putting out fires, juggling goals—and while their intent is good, the outcome is often a workforce that feels unseen or unheard.

The truth is, there’s no silver bullet. There will never be enough hours in the day. And for every task you check off your list, twenty more will show up. But failing to listen—to truly make space to hear each other—comes at a cost. Here are just a few of them:

Every day, people walk through the doors of their organizations feeling the pressure of these unavoidable world & life dynamics. Add the hectic pace and pressures of daily work, and it’s easy to skip the time to listen. Many leaders I speak to express frustrations that despite valuing their team, they struggle to find the time to connect due to competing demands on their time.

The 5 Costs of Failing to Listen

1. Decreased Employee Engagement: According to the 2025 Gallup State of the Global Workplace Report, only 21% of employees worldwide are engaged at work, a decline from 23% the year before. If people feel unheard, engagement drops—and with it, productivity, innovation, and trust. 
2. Higher Turnover: When employees feel ignored or undervalued, they’re more likely to walk away. Glassdoor reports that poor communication and feedback increase the likelihood of job-hunting by over 15%.  In addition, there are numerous studies that have examined the cost of replacing talented employees. The loss can range from tens of thousands to twice the employee's salary, depending on role and level of seniority. Replacing great talent? It’s expensive—and often avoidable.
3. Declining Productivity: When managers don’t make time to listen, they lose the clarity and context needed to lead effectively. Without regular, meaningful conversations, there’s no guarantee that employees are focused on the right things—or that their work aligns with what matters most. This disconnect can lead to misaligned goals, duplicated efforts, or projects that quietly drift off course. Even well-intentioned employees can find themselves spinning their wheels, working hard but missing the mark. True productivity isn’t just about being busy—it’s about doing the right work, at the right time, for the right reasons. And that kind of clarity only comes through conversation. 
4. Missed Insights: When organizations overlook or deprioritize employee feedback, they miss valuable opportunities to improve systems, culture, and performance. Feedback isn’t just a nice-to-have—it’s a window into blind spots and breakthrough ideas that leaders may never see from their vantage point. Everyone benefits when people are invited to share their perspectives, especially those with different lived experiences or working at different levels. Organizations become more adaptive. Leaders grow in empathy and insight. And employees feel more connected, valued, and empowered to contribute. Listening well isn’t just an act of respect—it’s a strategic advantage.
5. Culture Takes a Hit: I often say, "Culture is the thing that tells you what to do when no one tells you what to do." Without clear communication and intentional listening, people are left to fill in the gaps themselves. That’s how confusion, disconnection, and dysfunction take root. A study by Harvard Business Review found that companies with a positive culture outperform their peers by 20% in terms of revenue growth and 28% in terms of earnings growth. 

So what do we do?

Time is limited—and yet, we know listening matters. What if, instead of seeing listening as something that gets in the way of work, we began to see it as the work? What if we stopped thinking, “I need to finish this meeting so I can get back to work,” and started thinking, “This meeting is a meaningful part of my work—it helps us focus, move faster, and get better results”?

That one mindset shift can change everything.

Over the years, I’ve learned that when I carve out time to connect—when I make space for others to feel heard and included—it’s one of the most powerful gifts I can give. Not just to them, but to myself, and to the work we’re trying to do together.

It’s going slow to go fast. And it works.

When employees feel heard, they’re more engaged, more productive, and more committed. They work more effectively from anywhere. They care more deeply about being part of the team.

Yes, there will always be more to do. But maybe, just maybe, your next best move isn’t to push harder—it’s to pause and listen. 

In your experience, what’s the biggest difference it makes when leaders truly listen? Leave a comment and help us all lead a little better.

Meet The Author

Leah JM Dean is a bestselling author, speaker, coach, and trusted advisor to organizations and leaders across the globe. She is also Founder and CEO of Conduit International Ltd., a professional and personal development solutions company dedicated to helping organizations, leaders, and women work smarter, live well, and foster meaningful connections. A self-proclaimed recovering workaholic, Leah is passionate about helping her clients find strategies to optimize their work, invest in their wellbeing, and make a lasting impact on the lives of those they touch. Join our community to receive our monthly newsletter—full of practical tips, tools, and inspiration. Sign up at www.leahjmdean.com/join.