Say the Same Thing to Three People and See What Happens
Perception is a funny thing. It’s not just about what we say but how it’s interpreted, processed, and acted upon. In the workplace, where relationships and collaboration are essential ingredients, differing perceptions can either strengthen bonds or drive wedges between colleagues.
Let’s explore how perception influences workplace interactions and relationships, starting with a simple scenario.
The Same Instruction, Three Interpretations
Imagine a manager says to three employees:
“Can you complete this report by Friday? It’s really important for the team.”
Employee 1: The Overthinker
This person might immediately jump to conclusions.
“Why is this report suddenly so important? Is the team relying on me alone? What if I mess up?”
They may spend more time worrying about the instruction than working on the report, leading to delays or stress-induced mistakes.
Employee 2: The Pragmatist
This employee takes the instruction at face value.
“Got it—finish the report by Friday. It’s important for the team, so I’ll prioritise it.”
They set about completing the task efficiently, with little emotional investment beyond the job at hand.
Employee 3: The Sceptic
For this individual, everything is up for interpretation.
“Why am I being given this task? Is it because no one else wants to do it? What’s the real agenda here?”
Their focus might shift to questioning the motives behind the instruction, potentially creating unnecessary tension or even resistance.
The same words, yet three very different responses.
Why?
Because perception isn’t about what’s said; it’s about how it’s heard, filtered through personal experiences, biases, and emotions.
The Role of Perception in Workplace Gossip
Let’s take another common workplace scenario: a rumour about a company reorganisation. The rumour mill starts turning, and everyone hears the same thing:
“The company is restructuring, some departments might merge.”
The Optimist
“This could be exciting! Maybe there’s a chance to try something new or move into a role I’ve been eyeing.”
They approach the situation with curiosity and openness, ready to adapt to potential changes.
The Pessimist
“Great. This is how it starts, cutbacks, layoffs, chaos.”
They spiral into anxiety, perhaps withdrawing or becoming defensive in their work relationships.
The Realist
“Restructuring happens in every organisation. I’ll wait for the official announcement before I react.”
They remain calm, refusing to speculate or let the rumour affect their focus.
Gossip thrives on perception because it fills the gaps between fact and assumption.
How employees interpret and react to rumours often reflects their broader approach to uncertainty and change.
Performance Reviews: A Case Study in Perception
Perhaps the clearest example of perception affecting workplace relationships is the dreaded performance review. Even with the best intentions, reviews are often fraught with misinterpretation.
Imagine a manager says during a review:
“You’ve been doing well, but there are a few areas where I think you could improve to really excel in your role.”
Employee 1: The Defender
“What do they mean, ‘improve’? I’ve been working hard! Do they not see my effort? I’ll have to prove them wrong.”
This defensive stance can lead to friction, as they may misinterpret constructive feedback as a critique of their worth.
Employee 2: The Challenger
“This is my chance to step up. They’re giving me clear feedback because they see potential in me.”
They view the feedback as an opportunity to grow and actively seek ways to demonstrate improvement.
Employee 3: The Over Analyser
“Why didn’t they mention more specifics about what I’m doing well? Do they really think I’m underperforming?”
This person fixates on what wasn’t said, creating unnecessary self-doubt and missing the constructive points entirely.
Performance reviews are meant to be developmental, but how they’re perceived can either motivate or demoralise employees. Managers need to be mindful of the nuances in communication, while employees should aim to approach feedback with an open mind.
Improving Workplace Relationships Through Perception
The examples above highlight how perception can shape workplace dynamics. Misunderstandings, unchecked assumptions, or negative reactions can strain relationships, reduce productivity, and foster a toxic environment. But this doesn’t have to be the case. Here are a few ways to improve workplace relationships by addressing perception:
Clarity in Communication
The more specific and transparent you are, the less room there is for misinterpretation. Instead of saying, “Finish this report by Friday,” try:
“I would like this report completed by Friday so we can review it before Monday’s team meeting. Let me know if you need any help prioritising your workload.”
Adding context and offering support can ease concerns and foster collaboration.
Encourage Feedback and Dialogue
Create a culture where employees feel comfortable asking questions and seeking clarification. This helps bridge the gap between what’s said and what’s understood.
Tailor Your Approach
Everyone processes information differently. Recognising and adapting to individual communication styles can improve how your message is received. Invest in psychodynamic profiling to really get a good understanding of how each individual works.
Embrace Emotional Intelligence
Helping teams develop emotional intelligence skills, including self-awareness, self-management, relational awareness, and relationship management, can significantly reduce negative perceptions, enhance communication, and strengthen interpersonal relationships.
Be Mindful of Gossip
When rumours circulate, address them quickly and transparently. Provide accurate information to prevent unnecessary speculation and anxiety.
Approach Feedback Constructively
When giving feedback, focus on specific actions rather than personal attributes. For example, instead of saying, “You need to be more organised,” say, “I’ve noticed some delays in meeting deadlines. Let’s discuss how we can improve your time management.”
Final Thoughts
Perception is a powerful force in the workplace. It influences how instructions are followed, how rumours spread, and how feedback is received. By recognising the role of perception and taking steps to minimise misinterpretation, organisations can build stronger relationships, improve morale, and create a more harmonious workplace.
Next time you give an instruction or receive feedback, pause for a moment. Think about how your words might be perceived and how perception shapes your response.
Because in the workplace, as in life, it’s not just what you say, it’s how it’s heard.
If you would like some help and support with team dynamics and training, please get in touch. People and business are our thing – we want the best for all!
kayleigh@florightbusinesssolutions.co.uk
