CEOs and Managing Partners: Are You Listening to Your Team Members?
As the leader of a firm, you likely have a keen eye on strategy, financials, and the big picture. But are you truly listening to the people who keep your organization running every day? While senior leaders may assume they have a clear pulse on the company, the reality is that there is often a filter—intentionally or unintentionally—between you and the rank-and-file employees. If you’re not proactively seeking direct feedback, you may be missing key insights that impact engagement, performance, and ultimately, your firm’s success.
Why It’s Critical to Listen
Your frontline employees interact with clients, manage day-to-day operations, and spot inefficiencies before they become major issues. They understand what’s working and what’s not, yet many feel unheard. When leaders are out of touch, employee morale declines, innovation stalls, and small frustrations snowball into larger retention issues. Worse, middle management may not always relay employee concerns accurately—sometimes because they don’t want to pass along bad news, and other times because they are simply too busy to notice.
So, how can CEOs bridge this gap and ensure they truly understand their team’s needs?
Three Ways to Stay in Touch with Your People
Quarterly Brown Bag Lunches
Hosting informal, small-group lunches with employees across different service lines and functions fosters candid conversations. Unlike formal town halls, these sessions create a safe space for people to share ideas and concerns. Keep the setting casual, ask open-ended questions, and most importantly, listen more than you speak.
CEO Advisory Council
Establishing a trusted team of employees who meet regularly with you provides unfiltered insights from all levels of the organization. This group should include a cross-section of the firm representing various levels and functions. Encourage honest feedback and act on key takeaways to show you value their input. Be sure to include someone who is taking notes and provide minutes to the group outlining feedback and share how you plan to act on the feedback.
Walk the Halls and Attend Office Gatherings
Making yourself visible and approachable goes a long way. Pop by workstations, ask employees about their projects, and attend team events—not as a speaker, but as a participant. These moments help build trust and give you a real-time sense of workplace dynamics.
The Bottom Line
Listening isn’t a passive act. It’s a leadership skill that drives engagement, retention, and performance. When employees feel heard, they become more invested in the company’s success. CEOs who take the time to connect directly with their teams gain invaluable insights that middle management alone cannot provide. The question is—are you listening?