Recent research* at Microsoft suggests that relatively few employees (13.6%) consistently share their thoughts and opinions about a multitude of work issues with leaders.

The research argues that employee voice behaviours are not just a voice of complaint or protest but rather encompass the willingness of employees to speak up about opportunities for improvement, which can lead to constructive ideas for leaders that enable learning and effective change in work groups of all sizes, from teams to entire organisations.

Barriers to discretionary voice include managerial status, organisational culture, a lack of psychological safety, and toxic work-related interactions.

A listening environment that avoids all four barriers can help leaders tap into their employees’ discretionary voice. Hearing employees' unfiltered views and opinions allows leaders to unpick problems, identify opportunities, stay ahead of fast-shifting markets, and implement practical solutions.

The research suggested that finding innovative ways to access employees’ discretionary voice can lead to higher engagement levels, better customer service, reduced employee turnover, and greater operational efficiencies.

If you want to know more about how our unique approach to listening can help you get the insights you need to shape your strategies and inform decisions, don’t hesitate to contact David Croston at Newlens Research.

*Burris, McCune, and Klinghoffer (2020). When Employees Speak Up, Companies Win. MIT Sloan Management Review.

Employee listening for leaders™