Control Logs #2: “Common Sense” Isn't So Common

I have observed a tendency in the workplace for implicit communication that relies on the assumption that perspectives and assumptions are shared. This is generally referred to as “common sense” and being “obvious”. The problem with relying on “common sense” is that common sense means a lot of different things to a lot of different people.

This past week, I have leaned into my job search. Just like employers filter candidates based on candidates being a good fit with their culture, I have been filtering employers based on the values that I gather from the company. Many employers do not list their values on their company websites, so I have relied primarily on their job postings and hiring process to make an educated guess on their culture and values.

Employers may be flippant about explicitly listing values because employers may think that their values are “common sense” to employees and applicants. The issue is that “common sense” means a lot of different things to a lot of different people. Primarily, foundational experiences in upbringing and young adulthood form our perspectives and world view that helps make up what each of us considers to be “common sense”. With the accelerating trend of technological, economic, and social change, this creates a gap in values and assumptions between generations. This results in different answers to questions about the role of jobs in personal satisfaction and wellbeing, approach to learning and growth, and flexibility to name a few. When there are a variety of perspectives, it is quite challenging to distinguish what someone’s “common sense” means. Successfully navigating this ambiguity requires a level of EQ that employees early in their career may not have developed yet.

How can a company unify different generations to work towards a common goal? One way is to be more explicit about company values and norms through example as well as written and verbal communication. Through transparency, applicants and employees can either align or choose to opt out. If we’re clear about our values and where our generation is coming from, it’s easier for everyone to align and go with the flow. It reduces the pressure on employees to leave early due to mixed signals and unforeseen alienation.

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