Assumptions, Projection, and Other Ways to Kill Engagement at WorkAssumptions, Projection, and Other Ways to Kill Engagement at Work https://jasonlauritsen.com/wp-content/themes/corpus/images/empty/thumbnail.jpg 150 150 Jason Lauritsen https://jasonlauritsen.com/wp-content/themes/corpus/images/empty/thumbnail.jpg
A wise friend is fond of saying, “If only people would conform to our expectations of them.”
It’s her way of reminding us (and probably herself) that much of the drama that exists in our lives with other people starts with us. And that if we’d accept people for who they are and where they are instead of projecting on them how we think they “should be,” everyone would be happier.
When Others Don’t Behave the Way You Expect, This Can Kill Employee Engagement
Throughout my career, most of my most frustrating experiences at work were rooted in my frustration that someone, usually my boss, wasn’t behaving in the way I wanted them to.
I’ve had bosses who couldn’t communicate with me in the way I wanted. Others who couldn’t create a vision for me in the way I wanted it. Others who didn’t support me or my development the right way.
In most of these cases, my response to these unmet expectations can be summarized in one word: drama. I got frustrated, irritated, and sometimes angry. This, in turn, invited my bosses to be frustrated, irritated, and sometimes angry with me.
The irony in all of this is that in nearly every case, my boss and I actually wanted the same thing. In fact, they usually were trying to help me get what I wanted. They just couldn’t do it in the specific way I thought they should.
So…drama. What a waste.
Projecting our expectations of others to behave or be only the way we think they should damages a relationship. When relationships suffer at work, our engagement takes a hit.
Making Assumptions Can Kill Employee Engagement
Another enemy of engagement making assumptions. Just last week, I was worrying that something I’d said had offended someone close to me. I stressed about it for a day before finally apologizing.
It turns out, I hadn’t offended this person at all. It was a faulty assumption I’d created in my mind..
We make assumptions all the time, particularly when someone behaves in a way that we didn’t anticipate.
- Why didn’t she speak up to defend me?
- Why did they schedule that meeting without including me?
- Why didn’t they keep me in the loop on that?
When things like this pop up, our default reaction is to assume the worst.
- She’s trying to distance herself from me.
- They are trying to undermine me.
- There must be something shady going on.
Negative assumptions lead to drama in relationships.
How Can We Avoid Our Tendency to Kill Employee Engagement?
Assumptions and projections are something I’ve wrestled without throughout my life. As a result, I notice how frequently these happen at work. It’s so common that we don’t even notice that it is happening a lot of the time.
Solving these issues isn’t easy because it’s so ingrained in our human nature. But there are mindsets and practices I’ve found to be incredibly helpful.
- Be clear about what you need and ask for it. In any relationship, when the other person isn’t behaving the way you expect, check in with your own expectations. What is it exactly that you need from this person that you aren’t getting? Maybe you need your spouse to help with the chores without you feeling like you have to prod. Or maybe you need your boss to give you more space to do your job. Regardless of what it is, be crystal clear on what you need, why you need it, and how having it would affect you. Then, share that with the other person. Most of the time, the other person wasn’t clear on your needs and is willing to work with you to find a way to make it happen. It may not be exactly as you imagined, but as long as you get what you need, you’ll be happier.
- Assume positive intentions. When someone else behaves in a way that you didn’t expect or doesn’t make sense to you, instead of making an immediate, worst-case assumption, interrupt your thinking. Remind yourself that the other person probably has positive intentions and means no harm. I like to practice this with my kids. When we encounter someone who does something rude (like cutting us off in traffic), instead of my default response, “A-hole!” I say something like, “Wow, they must be in a hurry. I hope everything is okay.”My kids will occasionally make up stories about what might be going on (“they are rushing to the hospital” or “they are late to work”). This simple act of interrupting a negative assumption and replacing it with a positive one is a powerful way to eliminate drama before it starts.
- Have the conversation. All too often, we get caught up in this drama vortex. We project our unreasonable expectations on others. They don’t behave as we expect them to, so we attribute some shady intentions to them and soon, it feels like we are at battle.I’ve been through this cycle before, feeling like I was at battle with someone at work, without the other person even knowing it was going on. It all happened in my head. I had transformed this person into my nemesis without ever even having a conversation with them about whatever was bothering me.
In my experience, whenever I started to feel this cycle coming on, the best way to beat it was to figure out what was bothering me and go talk to that person about it. The conversation can be pretty simple: “Jeff, in the meeting yesterday when you responded to my proposal the way you did, it felt like you hadn’t really considered it and had no plan to do so. I hope that’s not what you intended because my team and I put a lot of work into it. It didn’t feel good to me, so I wanted to just come and talk it through with you.”So much of our workplace angst could be resolved if we’d just have conversations like these instead of harboring our negative assumptions and letting them fester.
Engagement flows when our relationship with work and those who do it is healthy and positive. This isn’t always easy, but it’s always worth it.
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