Listen to Lead: Hear What’s Said—and What’s Not

I remember a time when I worked alongside a talented colleague, Smita, who was quiet but incredibly skilled. She never openly voiced complaints, and on the surface, everything seemed fine. But during lunch breaks, she’d sometimes hint at feeling underutilized, mentioning projects she’d have loved to be a part of but wasn’t asked to join. It was rather subtle—but not easy to miss. Our manager at the time, a driven but often preoccupied young man, was great at setting goals but rarely paused to ask us how we were feeling or what we needed. For Smita, this was a signal that she wasn’t fully seen, and she eventually left the team. The manager had a tough time filling her position and getting the new hire trained and perform at par with Smita.

It taught me an early lesson: listening is about more than just hearing words. The best leaders don’t wait for people to speak up—they create space to really understand the hopes, struggles, and ambitions of their team, even the quiet ones. They know that an employee’s silence can speak volumes and often indicates underlying issues or untapped potential.

Listening to Unsaid Words

Years later, I saw this lesson in action with another colleague, Dhananjay, at a new company with a very different leadership style. Dhananjay was a sharp analyst, great with numbers and trends, but new to presenting his findings. During meetings, he’d be quiet, visibly unsure of sharing his views in a room filled with more experienced team members. Our manager, Raashi, noticed Dhananjay’s discomfort and took the time to chat with him one-on-one. She encouraged him, helped him rehearse presentations, and even had him lead small segments of meetings to build his confidence. What stood out was that Raashi listened to his hesitation—not through his words, but through his actions and energy.

Over time, Dhananjay blossomed. Raashi’s approach taught me the transformative power of attentive listening: that sometimes, listening is about hearing beyond what’s spoken aloud.

Why Listening Matters Now More Than Ever

We live in an age of constant notifications, meetings, and deadlines. It’s easier than ever for a manager to simply tune in to what’s urgent, ignoring the cues that might require more attention and empathy. But without listening, we lose sight of the heart of any workplace: the people.

I’ve watched friends leave promising roles simply because they felt overlooked. One friend, an immensely talented designer, once told me, “I don’t even think my manager knows what I actually want to work on.” This isn’t an isolated experience—many of us know someone who left a role because they felt unheard.

Great leaders take the time to ask meaningful questions and listen deeply, beyond the surface answers. They pick up on the excitement in someone’s voice when they talk about a project they love, or the way someone’s face falls when they’re assigned work that doesn’t suit them. They pay attention to what their team doesn’t say and recognize that sometimes, people hold back because they’re waiting for someone to care enough to ask.

How to Practice Listening as a Leader

True listening is a practice, and it takes more than simply keeping our ears open. Here are some ways I’ve learned to better listen to both the spoken and unspoken messages around me:

1. Ask, don’t assume: Rather than assuming your team is “fine” or “on board,” make it a habit to check in with questions like, “Is there anything you’d like to work on more?” or “How are you feeling about your current workload?” Creating a safe space for them to share honestly can reveal insights they might otherwise hold back.
2. Notice body language and tone: Often, people’s body language or the tone in their voice reveals more than their words. If someone seems hesitant or withdrawn, a quick check-in can uncover concerns they may be hesitant to express openly.
3. Follow up on small comments: In my experience, big insights often hide in passing comments. If someone mentions wanting to learn a new skill or hints at frustrations, follow up later. A simple “I remember you mentioned X—are you still interested in exploring that?” can make all the difference.
4. Make listening a habit, not an exception: Good listening can’t be a “once in a while” effort; it has to be consistent. When employees know you’re genuinely interested in their thoughts, they’re more likely to bring their best selves to work. Over time, you’ll build a culture where people feel comfortable sharing their ideas, challenges, and aspirations openly.

Listening Creates a Thriving Culture

Ultimately, the best work environments are created by leaders who don’t just direct—they listen. When employees know they’re heard, they’re more engaged, motivated, and committed to the company’s mission. The benefits ripple outward, creating teams that trust each other, share ideas freely, and feel confident that their contributions matter.

If you’re a leader/manager/boss, take a moment to ask yourself: Am I truly listening to my team? When you start hearing what they say—and what they don’t—you’ll be amazed at what’s possible.

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