Your Employees' Perception is Their Reality

Tuesday July 11th, 2017 at 1:25pm
Written by Kevin Watson - Director of Business Development

Have you ever hit send on an email and immediately wished you could retrieve it, for fear that the recipient would misconstrue your actual intent? In a world where the words we use represent a mere 7% of communication effectiveness, this happens all the time.

Humor me for a minute, and read the following sentence six consecutive times, each time putting the emphasis on the word in BOLD.

I DIDN’T SAY YOU WERE PRETTY
I DIDN’T SAY YOU WERE PRETTY
I DIDN’T SAY YOU WERE PRETTY
I DIDN’T SAY YOU WERE PRETTY
I DIDN’T SAY YOU WERE PRETTY
I DIDN’T SAY YOU WERE PRETTY

How is it possible that a simple, six-word sentence can have six dramatically different meanings/interpretations? Regardless of our intended meaning, the recipient’s perception becomes their reality.

We see this play out in the workplace on a daily basis, and not just in email threads.

We work with hundreds of organizations throughout the country, and we now kick off all of our engagements by having our clients complete a brief talent survey. The survey is comprised of 31 questions centered around: Talent Assessment, Talent Attraction, Talent Development, Talent Retention and Sustainability. We start by having each person on the leadership team complete the talent survey separately. Additionally, we have the rest of the employees take the exact same survey (anonymously) and the system automatically aggregates all of the responses.

Once everyone has completed the survey, we can compare the results side by side. Very rarely do results from the leadership team and the results from the rest of the employees dovetail with one another. More often than not, the aggregated responses are significantly lower than the responses from the leadership team. Whether the leadership team agrees with the company-wide responses is inconsequential. It is imperative that the leadership team accepts the employee responses as their version of the truth, and truly views the feedback as a gift.

We start with this process because we cannot provide our clients with a road map toward their final destination without knowing their starting point.

Whether you lean on a third party or utilize similar internal resources, we do NOT recommend going down this path unless you are committed to doing what it takes to move the needle in the areas where your employees are clamoring for things to get better. You will absolutely do more damage than good by asking what you can do to get better and then not doing anything with the results.

If you are interested in benchmarking your organization compared to the other organizations that have completed our talent survey, please take our FREE talent survey: https://www.edsitalentsurvey.com/talent-survey

Please contact me if you have questions or would like to hear additional best practices.

Founded in 1979, EDSI is a national leader in workforce development, customized training and consulting.

Want one of our experts to contact you to listen to your needs and demonstrate how we can help?

Tags

Workforce Development (75), HR (53), Inspiration (43), Planning (36), Goals (27), Education (26), Training (25), Setting Goals (24), Career Services (24), Culture (22), WIOA (22), Workforce Innovation and Opportunity Act (21), Talent (20), Success Story (19), Growth (16), Professional Development (15), Values (15), Customized Training (14), Strategy (14), Career Pathways (13), Knowledge Retention (13), Conference (12), Operational Improvement (12), Talent Development (12), Job Task Analysis (12), Attracting Talent (12), Motivation (11), Adult Education (11), Support (11), Succession Planning (10), Retaining Talent (9), Youth (9), Recruitment (9), Knowledge Management (8), Mentoring (8), Process (7), Skills Gap (7), Restructuring (7), Skilled Talent (6), Talent Engagement (5), Manufacturing (4), Financial (4), Building Relationships (4), Turnaround Plan (3), Leadership Development (3), Young Professional (3), Internship (3), Community Service (3), Cash Forecasting (3), Baby Boomers (3), Memorandums of Understanding (2), One-Stop Center (2), Sales Lessons (2), Industry Partnerships (2), Employer Engagement (2), TEGL (2), EDSI History (2), 6σ Black Belt (2), Transitions (2), Retention (2), On-the-Job Training (2), Learning (1), Priority of Services (1), Ex-Offender (1), Lockout Tagout (1), Safety (1), CAM (1), Leadership (1), EARN (1), Awards (1), Career Sculpting (1), Talent Retention (1), Skilldex (1), Talent Survey (1), Job Training Partnership Act (1), Manpower Development and Training Act (1), Maslow's Hierarchy of Needs (1), Transit (1), Comprehensive Employment and Training Act (1), WIA (1), Transitional Jobs (1), Cycle Counting (1), Golden Circle (1), Change Management (1), SMART Goals (1), Skills Balance Sheet (1), ISPI (1), Health and Human Services (1), Community Based Organizations (1), ISO (1), Diversification (1), 35 Year Anniversary (1), Project Management (1), Recession (1), Instructional Design (1), Theory of Constraints (1), Resume Writing (1), Onboarding (1), Webb's Depth of Knowledge (1), Inventory (1), Economy (1), Lending (1), ABL (1), COABE (1)

Show more
Human Resources Today

At EDSI, their goal when they punch that clock in the morning is to help somebody succeed. William Clairborne - Philadelphia NCP Program Participant

Message sent! Thank you for your feedback.

Message sent! Thank you for your feedback.

Feedback

Please let us know what you
think of our website!

 
Not good Great
Content:
Navigation:
Design:

Additional Comments