A difference in perception is not automatically a problem. More often than not, it is an opportunity for alignment.
An employee may perceive their level of development differently than their manager does. They may also underestimate their strengths, progress, or overall impact.
❗ Important reminder: the goal is not to determine who is right, but rather to understand what explains the difference in perception.
Why do differences in perception happen?
Differences in perception can happen when:
expectations have not been clearly communicated;
the employee sees the impact of their work differently;
the manager notices things the employee does not perceive;
certain efforts are real, but not very visible;
success criteria are understood differently;
the employee compares themselves using different reference points than the manager.
These conversations can often reveal important opportunities for clarification and growth.
What should you do if an employee overestimates themselves?
Sometimes employees lack visibility into the real impact of their work, or expectations may not have been explained clearly enough.
They may also rely on genuine successes but generalize them across their entire role.
Here are a few helpful practices — and common pitfalls to avoid.
Helpful practices ✅ | What to avoid ⚠️ |
Ask which examples they are basing their perception on | Responding too quickly with “That’s not how I see it” |
Recognize the efforts or successes that are real | Treating their perception as simply “wrong” |
Clarify expectations using concrete examples | Comparing them to other employees |
Explain the gap between intention, effort, and observed impact | Listing multiple negative examples to convince them |
Focus on one specific area to realign | Turning the conversation into a debate |
The objective is not to “correct” the employee, but to create a clearer shared understanding.
What should you do if an employee underestimates themselves?
An employee may underestimate themselves because they lack confidence, minimize their successes, or do not fully recognize the positive impact of their actions on others.
Some employees also naturally focus first on what they still need to improve before recognizing what they already do well.
Here are some helpful practices — and pitfalls to avoid.
Helpful practices ✅ | What to avoid ⚠️ |
Clearly name the strengths you observe | Simply saying “No, you’re doing great” |
Give concrete examples of progress | Minimizing their doubts |
Highlight the positive impact of their actions | Moving on too quickly |
Help them distinguish humility from self-underestimation | Ignoring what fuels their lack of confidence |
Invite them to identify strengths they want to continue building on | Talking only about potential without recognizing current achievements |
👉 When discussed well, a difference in perception can become a very valuable moment.
It helps clarify expectations, strengthen trust, and better align what comes next.