Entire TV formats are based on a simple principle. Episode after episode, seasons on end, the concept of misunderstandings seems inexhaustible on the one end and insatiable on the other end of the viewers.
The mechanics behind a misunderstanding are straightforward. What somebody thought they understood isn’t what was supposed to be conveyed — perhaps based on a double-entendre or other misunderstanding-boosters.
At one point, a misunderstanding is funny. Until it isn’t. You, as a viewer, grow frustrated because, well… It’s all just a big misunderstanding.
Reality transcends fiction, always. That’s what my history teacher once told me.
Every day, large misunderstandings are conceived. Larger than the misunderstandings exploited in comedies.
We all fall victim to misunderstandings, and HR is no different.
When companies, and their respective HR departments, reduce the potential for misunderstandings, they can effectively avert much human drama. That drama, by the way, is never as funny as on a screen.
A good start is finding a common language, terminology, and a framework to support discussions, much like other industries with their proper jargon.