Over the course of my career, I have completed hundreds of what many organizations call “stay interviews.” I prefer to call this process From Voice to Action- because it’s not just about listening. It’s about what leaders actually do with the information after employees speak.
From Voice to Action is action-driven. It means:
You spoke. We heard you. And now we are going to do something about it.
Through years of confidential one-to-one conversations with employees, leaders and physicians across industries- including healthcare, transportation and beyond- the patterns are remarkably consistent.
And one truth always rises to the top:
You don’t know what you don’t know- until you ask.
What Is a “From Voice to Action” Conversation?
These are confidential, one-to-one listening sessions where I guide employees or leaders through a series of ten powerful questions, including:
- Their overall satisfaction at work
- Their experience with the leadership team
- Their relationship with their direct leader
- Whether they have the tools, supplies and support to do their job well
- Three things their leader does well
- Three opportunities for their leader to improve
- Team dynamics
- Growth and development opportunities
- And finally, they select words from an extensive culture word list to describe their workplace environment
This process creates a true, unfiltered view of the employee experience- without fear, pressure, or retaliation.
The 5 Core Themes Employees Share Again and Again
After hundreds of these conversations across industries, five major themes consistently rise to the top. When organizations improve these areas, they see meaningful increases in:
- Morale
- Engagement
- Retention
- Trust
- Pride in the organization
Let’s walk through each one- and most importantly, what leaders can do about them.
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Employees Want Growth Opportunities
Most employees- not all, but most- want the opportunity to learn, grow and develop in their roles. When growth opportunities feel limited, disengagement quietly begins.
What this often sounds like:
- “I feel stuck.”
- “There’s no clear path here.”
- “No one talks to me about my future.”
How leaders can improve this:
- Have career path conversations, not just performance reviews
- Create individual development plans (IDPs)
- Offer cross-training and stretch assignments
- Invest in coaching, mentoring and skill-building
- Ask regularly:
“Where do you want to grow next?”
When employees see a future with you, they are far more likely to stay with you.
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Over-Promise and Under-Deliver Damages Trust
This one comes up frequently- and it usually isn’t intentional. Leaders often believe at the time that a raise, promotion, or opportunity will happen. Then:
- Budgets tighten
- Priorities shift
- Leadership changes
And the employee is left with a broken promise.
The impact: Broken promises damage trust instantly and often send employees quietly looking for their next role.
How leaders can improve this:
- Never promise what you don’t fully control
- Use language like:
- “I will advocate for you”
- “I will explore this with leadership”
- “Here’s what I can realistically commit to”
- If things change, communicate immediately
- Acknowledge disappointment- don’t avoid it
Trust isn’t lost in one big moment- it erodes in small broken commitments. Death by papercuts! Yikes!
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Follow-Through and Responsiveness Matter More Than You Think
This one truly breaks my heart.
Employees frequently tell me:
- “My leader never responds to my emails.”
- “They said they ordered the equipment- it never came.”
- “I remind them again and again and nothing changes.”
To a leader, these may seem like small issues.
To an employee, they feel like disrespect, disregard and indifference.
How leaders can improve this:
- Acknowledge every request- even if the answer is “not yet”.
- Close the communication loop:
“Here’s the update on what you asked for.” - Use task tracking and delegation tools
- If you can’t follow through, say so and explain the “why”.
- Never make employees work this hard for basic support
Follow-through builds credibility. Silence destroys it.
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“I Don’t Feel Safe Being Honest With My Leader”
This is one of the most dangerous- and most common- themes.
Employees share:
- “I can’t be honest with my leader.”
- “If I speak up, there are consequences.”
- “I don’t feel psychologically safe at work.”
This directly impacts trust, innovation, morale and retention.
How leaders can improve this:
- Listen more than you talk
- Don’t get defensive when feedback is shared
- Say:
- “Thank you for trusting me with that.”
- “Help me understand that better.”
- Never punish honesty
- Ask:
“What’s one thing I could do better to support you?”
When leaders are not yet comfortable creating this level of safety, third-party listening support can be a powerful and protective bridge.
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Tolerating Toxic Behavior Drives Good People Out
This is one of the most painful patterns I hear in From Voice to Action conversations.
Employees will quietly share:
- “Everyone knows who the toxic person is.”
- “They break the rules, but nothing happens.”
- “They’re protected because they bring in revenue.”
- “Why should I keep trying when that behavior is allowed?”
Sometimes the individual is a high-producing employee.
Sometimes it’s a leader who delivers strong financial results.
And because of that, the behavior is tolerated.
The hidden cost of tolerance:
While that toxic behavior may look “worth it” on a spreadsheet, here’s what’s happening behind the scenes:
- Trust erodes
- Morale drops
- High performers disengage
- Psychological safety disappears
- And eventually- your best people leave
What hurts employees most is not just the toxic behavior, it’s double standard:
“They get away with it and we’re expected to follow all the rules.”
Nothing destroys culture faster than inconsistent accountability.
How leaders can improve this:
- Address behavior early- before it becomes embedded
- Separate performance results from behavioral impact
- Hold everyone to the same standards, regardless of title or revenue
- Document patterns and act with clarity and consistency
- Ask this question:
“If we keep this person exactly as they are, who will we lose because of it?”
Revenue can often be replaced. Trust takes years to rebuild.
How a From Voice to Action Project Works
Here’s how I support organizations through this work:
- I conduct confidential one-to-one interviews
- I also launch a From Voice to Action electronic survey
- Employees and leaders choose how they want to share their story
- All feedback is reviewed anonymously
- Together, we build a clear, practical action plan, which may include:
- Leadership coaching
- Team development sessions
- Department training
- Process improvements
- Policy refinements
This work is always done with your leadership team’s direction and alignment with the organization’s mission, vision and values.
The Bottom Line
You truly don’t know what you don’t know- until you create a safe, structured way for people to speak.
If you want answers to the questions that:
- Drive real culture change
- Improve morale
- Strengthen trust
- Increase retention
- And elevate pride in your organization
Then From Voice to Action is where that journey begins.
Call to Action
Ready to move from listening to real results?
If you’re curious what your employees are truly experiencing- and want clear, actionable insight into what will strengthen morale, trust and retention- I’d love to support you through a From Voice to Action project.