The world of work is constantly changing and evolving to keep up with market volatility, societal events and shifting human behaviours. When talking to senior leaders of organisations undergoing change, they often believe it’s better to pause all employee listening activities until the dust settles. They worry the results will be too negative or that the feedback will just add to the “noise”.

But nothing could be further from the truth. It’s exactly the right moment to measure how employees feel and address uncertainty, stress, confusion, mistrust and anxiety head-on. Because these feelings spread quickly, they impact morale and, ultimately, the success of the business.

The reality of EX today

The World Changers 2025 survey* revealed some eye-opening insights:

• 79% of respondents say a poor EX is directly detrimental to business performance
• 50% say delivering a best-in-class EX has become harder over the last three years
• 28% say lack of communication and understanding is the biggest blocker to good EX
• 27% say EX suffers when cost-cutting takes priority over people
• Yet, 75% say their business is adapting to meet future needs.

These numbers show that leaders recognise the value of EX, but don’t always get it right, especially when economic pressure mounts. So, prioritising listening, clear communication and genuine care for people will not only improve employee wellbeing but build business resilience and sustainable growth too.

Listen now (and keep listening)

Change brings uncertainty, anxiety and sometimes resistance, but communication isn’t just about pushing out messages – it’s about listening, understanding and responding. Not listening to employees leaves leadership blind to what’s really happening on the ground. That’s how you miss critical warning signs that damage long-term success.

With ongoing measurement, you’ll know when your communications land, when people feel supported and whether leaders are walking the talk. And when people feel heard and informed, they’re more likely to embrace change – rather than resist it.

Don’t cut costs without care

Another striking insight was that 27% say EX suffers when cost-cutting takes priority over people. In tough times, it’s tempting to reduce budgets on people programmes, employee engagement and wellbeing initiatives. But this short-term saving often leads to longer-term costs.

Organisations that protect their EX investment – especially during difficult times – are more likely to emerge stronger and more resilient.

The future of work is human-centred

Yes, adapt for the future, but do it with your people in mind. The encouraging news is that 75% of organisations surveyed said they’re already evolving to meet the expectations of future generations.

And that’s vital, because, on average, younger employees are looking for more than just a job – they want flexibility, a truly inclusive culture and a sense of purpose. This presents a real opportunity. Companies that keep EX front and centre during transformation will create a culture that not only survives change but thrives during it – with a real human impact.

What good employee listening looks like in times of change:

1)     Keep it frequent and focused

Regular employee listening helps you track how people are feeling. Focus on key risks and communication effectiveness, and on how well employees understand the new business direction: measure risk and buy-in.

2)     Use multiple channels

Different people share their views differently – so no single method captures the full picture. Combine communication methods, create safe spaces for open dialogues and make it easy for everyone to take part, wherever they are.

3)     Act on what you hear

Listening isn’t just about collecting data – it’s about showing people that their voices create real change. Employees quickly disengage if feedback goes into a black hole, so take visible, meaningful action based on what you learn, even if it’s small steps. Communicate what’s changing and be clear about what can’t change and why. People like to know their input makes a difference.

4)     Empower managers

Managers are the frontline of EX: they’re the bridge between organisational strategy and day-to-day reality. Give them timely insights, clear talking points and practical tools so they can make sense of what’s happening and translate it for their teams.

5)     Be transparent and honest

Share what you hear from employees with the wider organisation – and be open with the response, even when it’s tough news. Use a range of channels so your message reaches everyone, and segment your communications to make them relevant to everyone.

Employee experience = business experience

Employee experience isn’t a “nice to have” or a side project, especially when navigating change. It makes the difference between surviving and thriving. When employees feel supported, heard and truly engaged, they become the driving force behind innovation, resilience and success. So when the storm hits, put your people first and keep communication lines open!

*World Changers 2025 survey