Change is unavoidable in today’s business environment, and organizations must find ways to evolve while keeping their workforce engaged.

That was the focus of a recent webinar hosted by Patrick Hyland, PhD, an organizational psychologist and strategic advisor at Remesh, where he explored the role of listening and dialogue in driving successful organizational change.

Here’s a recap of the key insights shared during the session.

The Pace of Change is Accelerating

“The pace of disruptive change has increased exponentially over the last four years,” Patrick remarked. Shifts in technology, the workforce, and the environment are creating unprecedented challenges for organizations. These disruptions have a tangible impact on employees. According to the American Psychological Association’s 2024 Work in America Survey:

• 43% of employees worry that technology will eventually make some or all of their job duties obsolete in the future.
• 25% of employees report experiencing emotional exhaustion at work within the past month.

Traditional Approaches No Longer Work

Many organizations approach change using traditional frameworks that rely heavily on data, linear processes, and leadership-driven strategies. While these methods were effective for solving technical problems in the 20th century, they may fall short when tackling today’s adaptive challenges.

There’s a critical difference between technical problems and adaptive challenges. “In the 21st century, we’re facing more adaptive challenges where root causes are hard to identify,” Patrick explained. “Solutions often reside in the collective intelligence of employees at all levels, not just the C-suite.”

It’s important for organizations to move beyond traditional, top-down change strategies to include more dialogic approaches that prioritize collaboration and dialogue.

Adaptive Challenges Require a Dialogic Approach

Patrick introduced two distinct approaches to organizational change:

• Diagnostic Change: Focuses on using quantitative data, root-cause analysis, and top-down planning to drive change.
• Dialogic Change: Relies on conversation and collaboration to co-create solutions and shared mindsets across the organization.

“The heart of dialogic OD [organization development] is creating change through dialogue,” Patrick said. “It’s not just about finding empirical truth but co-constructing a new reality with employees.”

While diagnostic approaches remain valuable, research suggests the most effective strategies combine both methods.

Employees Want to Be Heard

To better understand change from an employee perspective, Patrick and the Remesh team conducted a field study with 252 employees across various industries. The results offered clear guidance for organizations:

• Communication is Key: Employees emphasized the importance of clear, transparent, and frequent communication during change.
• Involvement Matters: Many respondents highlighted the need for leaders to involve employees in the planning process and seek their input.
• Listening Builds Trust: Employees expressed a strong desire for leaders to listen carefully to their concerns and ideas.

As one respondent shared, “Providing information beforehand, being transparent, and listening to employee feedback makes all the difference.”

Poor Dialogue Fosters Fear and Resistance

The study also identified the top reasons employees resist change:

1. Fear and Discomfort: Uncertainty and disruption to routines make employees hesitant to embrace change.
2. Inadequate Support: Lack of training and resources leaves employees feeling unprepared.
3. Poor Communication: When employees are left in the dark, confusion and frustration take root.

“Resistance often stems from employees feeling unheard or unsupported,” Patrick noted. “That’s why listening and dialogue are so crucial.”

Dialogue Starts with Leadership

Leaders play a critical role in fostering a culture of openness and collaboration during times of change. Employees in the study pointed to several behaviors they value most from leaders:

• Setting Clear Expectations: Employees want to know what’s expected of them during change.
• Providing Reassurance: Offering emotional support and acknowledging concerns helps employees feel secure.
• Communicating Transparently: Open dialogue builds trust and alignment.

“When leaders listen and respond to feedback, it creates a sense of shared purpose and commitment,” Patrick explained.

Bringing Listening to the Forefront

One of the key takeaways from the webinar was the need to prioritize listening throughout the change process. Patrick highlighted the distinction between feedback and listening:

“Feedback in a diagnostic mindset is all about measuring progress against a goal. Listening, on the other hand, is about creating the experience of being heard and thinking together,” he said.

By incorporating tools like Remesh, organizations can facilitate real-time conversations with employees, uncovering actionable insights that drive meaningful change.

Final Thoughts

Adapting to change isn’t easy, but as Patrick noted, “The solutions to today’s challenges often reside in the collective intelligence of employees.” By blending diagnostic rigor with dialogic collaboration, organizations can navigate change more effectively while building trust and engagement along the way.

Are you ready to harness the power of employee listening for your next change initiative? Learn how Remesh can help you tap into your team’s collective wisdom and drive successful change. Request a demo of the platform today.

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