I’m Here to Hear: Leading with Intentional Listening in the Workplace
One simple question can change a life.
That’s the reminder behind R U OK? Day, which this year falls on Thursday, 11 September 2025. But this year’s theme goes deeper: “I’m Here to Hear.”
It’s a powerful nudge that asking “Are you OK?” is only the first step. The real difference comes when we slow down, listen with intent, and create space for honest conversations. When the person we’re checking in with actually feels seen and heard. So what does this have to do with human resources management?
For business owners and leaders, this isn’t just about compassion; it’s about leadership. When leaders make time to genuinely listen, it builds trust, strengthens culture, and can prevent small issues from turning into big ones. And in workplaces where margins, headcount, and time are already stretched thin, those small steps matter more than ever.
Why Listening Matters in Leadership
Running a business is demanding. For many SME owners, every day feels like a balancing act between client needs, finances, operations, and compliance. In the middle of it all, it can be easy to overlook the quieter signals your people are sending.
But actively listening and looking for those signals is crucial. Research consistently shows that employees who feel heard are:
More engaged and productive.
Less likely to leave (saving you the high cost of turnover).
More open to giving feedback and contributing fresh ideas.
On the flip side, when people feel ignored or brushed off, problems often fester. Morale dips, resentment grows, and performance suffers.
For small and medium-sized businesses, this effect is magnified. You’re closer to your people, but that closeness only counts if you make the time to listen. In fact, being an SME leader gives you an advantage: you don’t need layers of hierarchy or corporate programs to connect with your team. Sometimes, it’s as simple as sitting down with someone over a coffee and asking how things really are.
The Difference Between Hearing and Listening
It’s worth being honest: we’ve all been guilty of “half-listening.” You know the drill: someone’s talking while you’re skimming an email, preparing your response before they’ve even finished, or mentally ticking through your to-do list.
That’s hearing.
Listening, on the other hand, is active. It’s when you put aside distractions, lean into the conversation, and give someone your full attention. It’s when you ask open questions, notice their body language, and let the silences do some of the work.
The difference might sound small, but the impact is huge. Someone who feels listened to walks away with a sense of connection and validation. Someone who feels unheard? They’re less likely to speak up again, and more likely to disengage.
5 Practical Ways to Be a Better Listener at Work
So it’s all good and well to receive a lecture on the difference between passive and active listening and the impact it can have on the workplace, but how can you put the bad habits behind you? Being a better listener doesn’t mean overhauling your leadership style overnight. It’s about small, consistent shifts in how you show up. Here are five habits you can start with today:
Be present: Put the phone down, close the laptop, and give the person in front of you your attention. Even five minutes of focused presence is more valuable than half an hour of distracted chat.
Ask open questions: Swap yes/no questions for ones that invite sharing. Instead of “Are you OK?”, try “How are you finding things at the moment?” or “What’s been on your mind lately?”
Allow silence: Pauses can feel uncomfortable, but they’re powerful. People often need a moment to process their thoughts. Sit with the silence and you’ll be surprised what comes out.
Listen without judgement: Resist the urge to problem-solve immediately. Sometimes people just need space to talk, not a quick fix. Hold back from minimising with comments like “you’ll be fine” or “it’s not that bad.”
Follow up: Listening isn’t a one-off. Circle back a few days later: “I’ve been thinking about what you said, how are things going now?” This shows you really meant it.
Embedding Listening into Workplace Culture
Good listening should never be reserved for one day a year. Imagine how different your workplace would feel if genuine check-ins were part of everyday business life.
Here are a few ideas to build listening into your culture:
One-on-ones with purpose: Don’t just use these meetings to run through tasks. Dedicate part of the conversation to wellbeing, challenges, and wins.
Team huddles that connect: A quick “how’s everyone doing?” at the start of a meeting can go a long way (if you listen to the answers!).
Lead by example: When business owners and managers model active listening, it sends a powerful signal to the whole team. It creates psychological safety, the sense that it’s OK to be honest.
Signpost support: Listening doesn’t mean you need all the answers. Sometimes the best thing you can do is connect someone to the right resource, whether that’s an EAP provider, a GP, or a trusted colleague.
When listening becomes the norm, workplaces transform. People feel valued, communication flows more freely, and trust deepens. And when tough times come (as they always do) you’ll already have the foundations of a supportive culture in place.
Final Thoughts
R U OK? Day is an important reminder to start conversations. But this year’s theme, “I’m Here to Hear,” reminds us that asking is just the beginning.
For SME leaders, intentional listening is one of the simplest yet most powerful ways to support your team. It builds stronger connections, reduces the risk of burnout, and creates a culture where people feel safe to speak up.
And let’s be clear: it’s not about perfection. You don’t need to have all the answers. What matters most is being willing to stop, listen, and show that you care!
This September, take the time to listen—really listen—to your people. You might be surprised at the difference it makes, not just for them, but for you and your business too.
Ready to Put “I’m Here to Hear” into Practice?
You don’t have to do it alone. The R U OK? website has free resources, conversation guides, and practical tools to help you and your leaders feel confident checking in with your people.
And if you’d like support weaving wellbeing and psychological safety into your wider people strategy, the Core HR team is always here to help. Reach out below!