Harkn

📙 It’s here: Your comprehensive guide to creating a continuous employee listening strategy that supercharges business success.   More and more organisations are considering the move to continuous listening, as periodic surveys struggle to keep pace with the demands of modern work life.  It can be tricky to know where to start with implementing a successful strategy, though, so this comprehensive guide shares everything we know about employee listening at scale.  (Literally everything, this isn’t a short read...) The guide answers four critical questions:  👉 Why does continuous employee listening matter?   👉 What are the common barriers to effective employee listening, and how can you overcome them?   👉 What does a successful listening strategy need?   👉 How to implement continuous listening – step by step Ready to put employee voice at the heart of your workplace culture, and unlock an agile, innovative and resilient workforce?   👂 You’re ready for continuous employee listening 👂 #HowDoYouHarkn? #employeelistening #listeningstrategy #employeevoice #continuouslistening #listeningtechnology #hrtech #workplaceculture #wellbeingatwork https://lnkd.in/eWAjwunV

Ben Sweeny (aka @Corporate.sween) sharing another “it would be funny if it wasn’t true” story. The levels of disregard for the people working inside many companies is staggering.

Some great quotes about listening here...

There's a long-standing assumption that when people disengage from their work, they leave. That they hit a breaking point, hand in their notice, and move on. But that’s not always true. Some don’t quit. They stay. They show up; they do just enough, and as far as I can tell, for the most part, nobody seems to notice. Is it because they're lazy? Or because they don’t care? Or could it be that work—and sometimes life—has worn them down to the point where they can’t muster the energy for anything more? And how would we even know? People don’t openly announce when they’ve given up. They don’t walk into a meeting and say, “I’m checked out, but I’ll stick around because looking for something better feels impossible.” Instead, they keep going—performing well enough, saying the right things, blending in. Disengagement like this isn’t loud or disruptive (although it damages performance). It doesn’t look like defiance or rebellion (but will result in resistance). To most onlookers, it looks like nothing at all. But I see it. I see it on Harkn. And these people exist in almost every company we've ever worked with. Sometimes in small numbers, sometimes in more than a few. People who are clearly struggling—checking in day after day, their ratings demonstrating how low they feel, but never sharing why or engaging further. The ones whose frustration or misery seems endless—picked up by Harkn, flagged for concern—but who never take up an offer to talk. These people aren’t complaining. They aren’t asking for help. They’re just existing. Sometimes, you can pinpoint a specific moment when they started to withdraw—an organisational restructure, a redundancy programme, a decision that made them feel insignificant. Other times, it happens quietly. One day, they change their behaviour. And just never seem to recover. It's as though they stop believing their effort matters, so they stop offering it. Explaining why they're feeling the way they are or sharing what's changed for them is pointless. And I know these people aren't leaving because, in some cases, this behaviour persists for years. Silently sharing their dissatisfaction every day but resisting any attempt to engage. So why don't people who have utterly given up leave? I suspect it's because leaving takes energy, confidence, and a belief that something better is out there. For those who are truly demoralised, maybe that feels impossible. So they stay. And in many companies, no one will notice. But we notice. #howdoyouharkn? #care #workplace #connection #belonging #wellbeing

🎵 "I was looking for a job, and then I found a job... and heaven knows I'm miserable now." 🎵 It doesn’t have to be this way. Work can, and should, be a place where people feel valued, supported, and able to thrive—not just survive. But here’s the next line: 🎵 "In my life, why do I give valuable time to people who don’t care if I live or die?" 🎵 That’s a stark question. And for leaders, it’s a challenging one. Care is the foundation of trust, and without trust, the best strategies, processes, and plans falter. People can sense when they’re just a resource—when their value is measured in output alone. So, what does care look like in practice? It’s about paying attention to what matters to your people. Listening to their frustrations and ideas. Acting on their feedback. Demonstrating that their wellbeing is a priority. Showing, not just saying, that they matter. When care becomes a cultural foundation, trust follows. And with trust, the potential for what organisations—and people—can achieve together is boundless. If this resonates, we’d love to hear your thoughts. #Leadership #Trust #CareAtWork #howdoyouHarkn?

Morale is the emotional foundation of organisational performance. When morale is high, people are engaged, collaborative, and ready to adapt to challenges. But when it drops, the impact is significant: ⛔ Productivity will fall. ⛔ Trust erodes. ⛔ Disillusionment takes hold. The problem? Morale is often invisible. You can’t see it on a spreadsheet, and by the time the effects show—like burnout or increased resistance to change—it's often a long road back. That’s why being able to reliably track morale in real-time is a game-changer. Harkn moves organisations beyond guesswork and theoretical models by providing live insights into how their people are feeling—every day. These insights allow leaders to: ✅ Spot shifts in morale before they become issues. ✅ Understand how major events—like change programmes or announcements—are affecting people. ✅ Respond with care, strengthening trust and resilience. Imagine the impact on your leadership if you could truly understand where your people are—how they’re feeling, what’s working, and what’s holding them back. You’d make better decisions, lead with clarity, and build stronger, more adaptable teams. This isn’t just about accepting the importance of morale—it’s about using it to lead in a way that creates trust, connection, and results. How would your leadership change if you had that level of understanding? #OrganisationalPerformance #EmployeeVoice #WorkplaceCulture #Leadership #Wellbeing #ChangeManagement #howdoyouHarkn?

What if you could guide your team through change with real-time data, not guesswork? Say goodbye to relying on theoretical models or before and after measurement. With live, actionable insights, you can understand and support your people through change as it happens—not after the fact. Join us at our upcoming Harkn Academy event and discover how to: ✅ Elevate change management with timely insights that matter ✅ Empower your team through each stage of change with confidence ✅ Achieve measurable, meaningful progress that sticks Don’t just manage change—lead it. 📅 Weds 27th November, 4 - 5.30 pm GMT. Looking forward to seeing you there! Register here 👇 https://lnkd.in/ewg9czAC #EmployeeExperience #ChangeManagement #OrganisationalChange #Transformation #Leadership #EmployeeVoice

The rerun. If you missed this event the first time around, here's another opportunity to join us for an exploration of the issues with speaking and listening in the workplace.

In 2022, the average employee faced an astonishing ten planned enterprise changes—from structural reorganisations to culture shifts and the overhaul of legacy systems—up from just two in 2016. As change accelerates, employee willingness to support these transformations has plummeted, with only 43% of employees willing to engage in change initiatives, down from 74% just a few years ago (Gartner, 2022). This disconnect, or “transformation deficit,” reveals a critical challenge: how can we deliver meaningful transformation amidst rising fatigue and resistance? However, traditional methods for understanding employee sentiment often miss the mark—and struggle to capture the complex, real-time shifts in employee morale and engagement. We've seen the effects of repeat and sustained transformation play out in data and employee narratives time and again over recent years, and now it's time to share some of what we've learned. In this session, we'll explore how organisations can use real-time employee voice and morale data to understand and bridge this transformation deficit and how a continuous cycle of listening and adaptation can foster a culture of resilience and collaboration, turning transformational change from a burden into a shared journey. During this interactive event, you will discover how to: · Monitor and manage the change curve in real-time: Learn how to track your organisation's change curve in real-time, allowing you to gain immediate insights into employee sentiment and morale. · Overcome resistance and gain buy-in: Tailor your change management strategies based on real-time data, reducing resistance and enhancing employee engagement by meeting them where they are in the change process. · Bridge the gap between planning and execution: Improve effective communication and support by using real-time feedback to drive greater change acceptance and programme success. · Ensure that change is not something "done to" your people: Better align efforts to something people feel actively a part of by adjusting your strategies based on real-time insights. Who should attend: - Directors and Managers of Transformation and Change: Those leading complex shifts, seeking agile approaches to overcome resistance and build a resilient culture. - HR Leaders focused on human-centred change: Professionals dedicated to creating inclusive, engaging, and sustainable employee experiences through transformation. - C-Suite Executives driving organisational change: Senior leaders who view transformation as a shared journey, not a mandate. - Project and Programme managers overseeing major change: Managers seeking real-time morale insights to smooth transitions and secure team buy-in. #transformation #changecurve #employeevoice #liveandcontinuous #peopleinsights

Two very important points made here by Frances Frei and Anne Morriss. The opening 50 seconds, in particular, is dynamite. "If you're not, on an ongoing, daily basis, communicating to people that you care enough to understand where they are emotionally... you can have the most beautiful plan in the world, and it's not going to work..." "...and I was really struck by what it takes to be convincing that I care as much about you as I do the customer."