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Our latest study found a concerning gap between what managers say they want their company culture to be and what employees say is really valued by these same bosses. Specifically, leaders say they want innovation, initiative, candor and teamwork, but what employees feel is really valued is obedience, predictability, deference to authority and competition with peers.
Overall, the study of more than 1,200 employees and managers, found that employees have a much more negative view of their corporate culture than their bosses. And, the more senior a person is in the organization, the more positive their perception of their company culture.
And these perception gaps matter—a lot. When employees believed that what was really valued was obedience, predictability, deference to authority and competition with peers, they were 32 percent less likely to be engaged, motivated and committed to their organization. This perception also had a dramatic impact on their performance. They were 26 percent less likely to rate their organization as successful at innovating and executing.
To see more results from our latest study, download our infographic below.
Last month, we polled 1,866 of our newsletter readers and found that 9 out of 10 feel the 2016 elections are more polarizing and controversial than the 2012 elections. In fact, 1 in 3 have been attacked, insulted, or called names, and 1 in 4 have had a political discussion hurt a relationship.
The data shows most of these heated discussions take place in the following locations:
• the home (40%)
• the community (31%)
• the workplace (28%)
• on social media (26%)
And for most, talking politics is so bad that they just avoid speaking up altogether. In fact, 81% admit to avoiding political discussions at all costs; in general, people are far more restricted about who they talk politics with than they were in 2012. And the people they most avoid include coworkers (79%), strangers (70%), and neighbors (56%).
And yet, people aren’t fighting about the issues. Respondents report that many of the topics that were “hot” four years ago are no longer controversial.
In 2016, the issues people struggle to discuss include: foreign policy, gun control and terrorism. In 2012, people struggled to agree on: same-sex marriage, economic recovery, taxes, healthcare, education and the role of the government.
So if the issues aren’t lighting everyone’s fire, then it’s clear the candidates themselves are the toxic topic.
When asked to describe people who supported a candidate they didn’t like, the top ten most used adjectives included (in order): angry, uneducated, ignorant, uninformed, racist, white, narrow and blind.
However, we also probed to find formulas from those who successfully discussed politics with someone who held a dramatically different opinion. When asked what they did that worked, respondents most often used words like: agree, listen, common, open, respect, think, and ask.
By analyzing the tactics used by subjects who reported holding successful political conversations, we uncovered four tips for talking politics with others—even those voting for the candidate you despise the most.
1. Look for areas of agreement. Let the other person know you share common goals, even if your preferred tactics for achieving them differ.
2. Avoid personal attacks. While you don’t have to agree with the other person’s view, you can still acknowledge that his or her view is valid, rather than “idiotic” or “evil.”
3. Focus on facts and be tentative. Consider the source of your facts, and ask the other person to do the same. Ask two questions: Could the facts be biased? Could they be interpreted differently?
4. Look for signs of disagreement. If the other person grows quiet or starts to become defensive, reinforce your respect for him or her and remind him or her of the broader purpose you both share.
View the results of our study in the infographic below or download a copy for yourself.