Devoted to Managers and those that seek to improve their management skills

When we talk about listening to our employees, we have to understand that standing in their presence, doesn't mean that you are listening. As most of us know; there is listening, and there is LISTENING. Employees know the difference.

We need to let our employees see that we have a real interest in what they are communicating to us. This is probably the most important part of having good employee relations. People really need to know that they are being heard. This doesn't mean that everything they communicate has to be agreed with or provided for them; but it does mean when they're through talking to you that they've been given a fair hearing.

Here are 4 tips on how to let them know you're really listening:

1. Concentration

Whether people come right out and say it or not, they are always looking at how much you are really concentrating on them as they talk. The absolute best thing to do is to go to a private room or space that they can talk to you without being interrupted.
 
Make sure you have at least some eye contact with the employee.

2. Look past their mode of communication

Some people aren't terrific communicators and can be pretty nervous when approaching management about something they need or desire. Don't get caught up with their delivery or way of communicating, rather, look past it to hear what is being said.

3. Find the major concern; not the details

Employees can sometimes get caught up in the circumstances of work or life in excruciating detail. The result can be that they have not only a hard time seeing the overall problem, but also a hard time communicating it. Learn to look past details and search for the underlying purpose that they are talking to you for.

4. Don't make any decision until you understand completely

Once the employee is finished talking, make sure you question and confirm that you're both on the same page. Many times you may think you know what they are saying and make decisions that you're sorry for later.

Ask questions like: Is there anything else? Repeat what they say and make the confirm that you understand correctly. Once you do understand, offer a decision and ask if that takes care of the problem; many times it's there that the real problem is discovered.