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Compromise is about making room for multiple perspectives—without compromising shared values. Employers and employees want fundamentally different things—not just out of the workplace but out of their relationship with one another, too. Anyone who's worked to bring change to a team or organization knows the sorts of dangers that differing expectations can bring.
The disparate needs, priorities, and assumptions held by employers and employees are always there, even during times of stability. But what's less commonly recognized is that the disparate needs, priorities, and assumptions held by employers and employees are always there, even during times of stability. Typically, employees want choice, flexibility, and the ability to do their jobs the way they think will work well. These desires aren’t necessarily incompatible, but when companies just focus on one side (their own), the other gets forgotten.
While the Impraise research only examined a small, selective sample, it hints at wider differences in emphasis.


Change that's good for a company can be unsettling for the people charged with carrying it out. It's only the high pressure during times of change that brings them all into the open. Employers want employees to follow best practices and achieve a uniform, predictable level of performance. Recent research by Impraise found that managers were 85% more interested in presentation skills and 42% more interested in productivity skills than their employees.
Focusing on the bottom line at the expense of team members' sense of personal agency can hurt the bottom line as morale and engagement slump. They were also 55% less interested in their own listening skills than their employees were.
So does this mean that you need to compromise your company's standards in order to meet your employees halfway? When managers lay down the law on performance standards and best practices, involve employees in defining the finer details so they can feel that they're working their own way.


Without context or nuance, conversations devolve into mudslinging, fueled more by intolerance of others’ perspectives than by a desire to understand them. Compromise is about making room for multiple perspectives without compromising the values you all share. And while actual competence plays a part in that, those finite skills are more closely linked to performance of the business and subsequently to the concerns of managers and leaders.
If you're a leader, focus on improving your communication alongside your listening skills.



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