Often we cannot fathom that another might hold a different view from ours, regarding something we believe to be very important. Sometimes we find the perspectives others hold downright shocking. But let’s explore how this happens. I’m going to use an event like a company-wide layoff to explain.
From the perspective of the CEO or CFO or anyone responsible for the bottom line of the company, a layoff would never be a first choice, but might be the seen as necessary for the long-term viability of the company.
From the Human Resources Manager’s perspective, the focus would likely be on the legal and ethical aspects of the process. HR would want to ensure the employees being terminated are treated fairly and in accordance with labor laws, while providing support and guidance to the remaining employees during the transition period.
From the perspective of a Union Representative, the layoff event would be seen as a threat to job security and employee rights. The representative would advocate for the affected employees, negotiating with management to minimize the number of layoffs and secure fair severance packages. They might try to protect the rights of the remaining employees and ensure that the company follows any relevant collective bargaining agreements.
From the perspective of the Employee, the event would be disrupting to their lifestyle along with their ability to pay bills and care for their families. Suddenly they will be hoping for a reasonable compensation package as they have to reconsider plans while seek new employment in a parallel career or entirely different industry.
From the perspective of a Financial Analyst, the layoff event would be seen as a cost-cutting measure aimed at improving the company’s financial performance. The analyst would assess the financial health of the company, analyze the impact of the layoffs on the bottom line, and provide recommendations on how to achieve the desired cost savings. They would focus on metrics such as profitability, efficiency, and return on investment to justify the decision to stakeholders.
From the perspective of a Public Relations Specialist, the layoff event would be seen as a potential reputational risk for the company. They would focus on managing the external perception of the layoff, crafting messages to communicate the company’s rationale and ensuring that the affected employees are treated with empathy and respect. The specialist may also develop strategies to rebuild trust with stakeholders and mitigate any negative publicity that may arise from the event.
Everyone in this example is looking at the exact same situation. Yet, distinct perspectives arise based on how the situation is impacting the individual.
So considering the fact that we all might observe or experience the exact same moment — we’re all seeing it difference and certainly perceiving its impact very differently as well.
Now in light of this? Next time you have a communication breakdown — or need to break some potentially difficult news — you might want to consider the delivery carefully AND then make sure you give all recipients of the news ample time to ask questions so they can clarify the new developments from their own perspectives that will hopefully align with your own.
Thanks for visiting! I’m Dian Griesel, Ph.D. aka @SilverDisobedience I am a perception analyst & hypnotherapist who works with private clients to help increase their awareness of how perceptions impact everything we do whether personally or professionally. Book an appointment here.
I share inspiring and actionable ideas for free via my podcast, on my website: DianGriesel.com and also on my social media accounts which you might like to follow.
