Scientific Study: Why Managers Need to Listen More During Meetings
New research suggests that the key to productivity lies in balanced communication rather than top-down control.
The Culture of Meetings: What Makes Them Successful
Work meetings are often associated with endless, unproductive discussions where the manager takes centre stage. However, a large-scale study published in the 2026 Annual Review of Organizational Psychology and Organizational Behavior argues the opposite: the primary criterion for a successful meeting is an equal distribution of speaking and listening among participants. Scientists who analysed data collected over the past three decades concluded that managers often have a misguided perception of meeting effectiveness, mistakenly viewing their own activity as a measure of success.
The Role of Managers and the Communication Trap
Nale Lehmann-Willenbrock, director of the Centre for Better Work at the University of Hamburg, notes that the desire to dominate meetings is one of the main mistakes leaders make. Managers often believe that speaking at length makes the process productive, when in reality, it diminishes employee engagement. According to the research, a meeting must have structure and purpose. Experts recommend implementing a "warm-up phase," which helps quieter or less active employees express their opinions and feel more comfortable.
The Role of Technology in Improving Meetings
Today, with video calls and meeting archives more accessible than ever, scientists can better analyse what makes a meeting productive. Ava Scott, a cognitive scientist at the University of Copenhagen, emphasises that a lack of structure robs meetings of their purpose, leaving employees feeling that their time is being wasted. Technological tools that store meeting minutes and recordings provide an opportunity to optimise the process and avoid "useless" meetings.
What Needs to Change?
The findings suggest that leaders must pay more attention to listening to their employees and managing meetings effectively. This does not mean managers should stop speaking entirely, but they should reduce self-centred monologues and focus on synthesising the team's ideas. In companies where hierarchical management styles remain prevalent, adopting these recommendations could significantly improve the quality of teamwork and employee satisfaction.