Two of three responders answer, “Yes.”
When I asked a large group in managers in Canada, “Do you have a Fourth of July in Canada?”
Eight of ten said “No.”
We discussed the issue for a while, and a person commented, “I think they do have a Fourth of July in England, but it’s in August sometime.”
This exchange represents a common and frustrating aspect of human communication. Employees sometimes resist management communications, not necessarily because they disagree; but because they make different assumptions. For example, do you assume “July 4” to be a calendar day or a national holiday?”
While we commonly assume that words have the same meanings to all, this is often not the case. For example, we use the simple word “run” to mean very different things. “Let’s run to the store,” “My watch has run down,” “We scored three runs,” “Nice trout stream run,” “Running after kids,” “Run in my stockings,” and many, many more.
When there is apparent disagreement, the first action should be to explore and explain the assumptions of each party. Rather than assume disagreement, start the conversation with, “What did you interpret my message to mean?” A reply might be, “Here is what I intended for it to mean?”