More often than not, communicating and listening are seen as two different concepts, when they actually work hand in hand. Listening is a key factor in productive communication and should be viewed that way. In fact, when workplace issues arise, they can be solved entirely through active listening. It is a misconception that you must validate someone’s feelings in order to move forward from conflict. 9/10 times, as long as someone feels heard, their needs are resolved entirely. Leaders and more specifically HR specialists need to implement effective listening tools throughout organizations and processes in order to eliminate employee problems. It costs an employer a lot less to sit down and give an employee an hour of feeling heard than it does to lose a valued employee, respond to unemployment claims or even legal actions. Active listening is key to managing conflict successfully and changing workplace dynamics. Through using non-verbal communication, recognizing underlying feelings, and resisting from giving advice or applying underlying judgments to someone’s situation, you can cut down on disputes within your organization. Plus, if you are able to understand an employee disagreement, you can better navigate the situation at hand and come to a resolution. Of course, effective listening must be implemented from managers down to front-line workers, so training your leadership team is the first step in cutting down dissension in business. Challenge your employees by showing them the benefits of simply listening and you will have guaranteed results resulting in increased productivity and satisfaction.

annihilate tHReats, piQue advantageousness.