Are You Being Heard?

Cathie Leimbach • October 16, 2023

Effective communication is the cornerstone of successful leadership, and it's equally important for a leader to ensure that their message is not just conveyed but also heard and understood by their employees. Here are some key indicators that a leader can look for to know if their message has been received:


1.    Active Listening: A leader can gauge an employee's engagement by observing their active listening skills. Are they making eye contact, nodding, or asking clarifying questions? These are signs that the message is being absorbed.


2.    Feedback and Questions: When employees ask questions or seek clarification, it indicates they are processing the information. Leaders should encourage such queries as they demonstrate an employee's genuine interest in understanding the message.


3.    Paraphrasing: Ask the employee to summarize the key points of the message in their own words. If they can, they have likely grasped the information correctly. If they can’t, it is important to further explain and/or demonstrate until their words or actions indicate they know what is expected.


4.    Body Language: Non-verbal cues such as facial expressions and posture can reveal much about an employee's comprehension. An engaged employee will exhibit open and receptive body language.


5.    Follow-Up Actions: Ultimately, an employee's actions speak louder than words. If they take appropriate actions in line with the communicated message, it's a clear indicator of understanding.



If the employee does not exhibit the above indicators of understanding and engagement they are unlikely to meet your expectations. To ensure that their message is understood, a leader must be attuned to these signs of effective communication, fostering a culture of clarity and productivity in the workplace. 

The Empty Chair Is Trying to Tell You Something

By Cathie Leimbach • August 18, 2026
An empty workstation gets your attention. What caused it should keep your attention. When attendance becomes a problem, the first response is often to review the policy, document the absence, or find someone to cover the shift. Those things may be necessary. But they don't tell you why the problem is happening. A conversation might. Instead of starting with “Why do you keep calling off?” try “I've noticed you've missed several days recently. What’s going on?” Then listen. You may hear about something outside of work. But you may also discover frustration with a supervisor, conflict with a coworker, unclear expectations, scheduling difficulties, or an employee who no longer feels valued. Understanding the reason doesn't mean ignoring attendance expectations. It means you know what you're actually dealing with. Also, look for patterns. Is absenteeism higher on one shift? In one department? Under one supervisor? Did it increase after a schedule or leadership change? Those patterns may tell you where another conversation needs to happen. Most importantly, don't wait until attendance becomes a disciplinary issue to start talking. Check in with employees. Ask what's making their work harder. Ask what they need from their supervisor. And when someone raises a concern or makes a suggestion, be sure to tell them what action you are taking or why their idea won’t be implemented. The goal isn't to eliminate accountability. It's to address problems before accountability is the only conversation left. Conversation is Where Leadership Happens™ You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on September 21. Gain insights from Cathie Leimbach and other attendees. Register here for the FREE Workplace Conversations Clinic 

Is Absenteeism a Pain in Your Pocket?

By Cathie Leimbach • August 10, 2026
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise.  Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic