True listening means more than feedback—it means recognising what people bring and how they work best.
Are We Even Listening?
“We did a survey… but nothing changed.”
“We’re never asked what we actually do well.”
Too often, being “heard” at work is reduced to feedback channels or annual reviews. But true listening goes further: it’s about recognising what people bring, not just what they say.
In public sector teams under pressure, the disconnect grows when people feel like their strengths, insights, and efforts go unseen.
When employees don’t feel heard — not just in meetings, but in how they work, what energises them, and how they contribute — trust starts to erode. Engagement drops.
And people start to disconnect.
What Being Heard Really Means
It’s not just about responding to concerns. It’s about recognising value.
- Hearing what someone says
- Noticing what someone brings
- Creating space for both
In our Public Sector Engagement Insights Report, one of the strongest correlations of wellbeing was the experience of being “seen and understood” through strengths.
And Gallup shows that when employees feel their contributions are recognised — not just their performance reviewed — engagement, trust, and retention all improve.
From Feedback Fatigue to Strengths Conversations
Feedback matters. But it’s just the start.
A strengths-based conversation asks:
- What energises you?
- What are you proud to bring to this team?
- Where do you feel most effective?
It flips the narrative from “what’s not working” to “what’s working—and how do we build on it?”
As one participant told us:
“Really helpful—this gave me language for things I’d been feeling but couldn’t articulate until now.”
Why Appreciative Inquiry Changes the Conversation
Appreciative Inquiry is a cornerstone of our work with teams.
It shifts the focus from problem-solving to strength-building—without ignoring the challenges. It gives people permission to notice what's going well and to feel proud of their contribution.
This approach:
- Reduces defensive reactions
- Builds safety and trust
- Encourages honest, hopeful reflection
It’s not a script—it’s a mindset. One that makes space for people to feel heard in who they are, not just what they do.
What Strengthify Does Differently
We support teams to build a culture of listening, value, and shared understanding.
Discovery and Team Workshops
Where individuals and teams pause to reconnect with what makes them effective, unique, and human—individually and together.
Management Development Programme (MDP)
Where leaders learn how to recognise strengths in others, listen with intention, and lead with clarity.
Ongoing Support
Through practical formats and shared language, we help embed a culture where everyone contributes—and everyone is recognised.
“So useful in understanding both myself and how to interact with others more positively and productively.”
Final Thought: Being Heard Means Being Seen
People don’t just want to be asked for feedback.
They want to know that what they bring is recognised.
That their voice, style, strengths and contributions matter.
That’s the foundation for inclusion.
That’s how culture changes—quietly, steadily, one conversation at a time.
And it starts with listening to what’s already working.
Want to Build a Culture Where Everyone Feels Heard?
Explore our Discovery Workshops
Learn about our Management Development Programme
Read our Public Sector Engagement Insights Report
Or get in touch to talk about your team