Commonality Transcends Differences: Why This Mindset Matters More Than Ever in Today’s Workplace

Across society and inside many organizations, we are feeling the weight of increasing division. Teams are strained. Conversations feel more cautious. Employees are more stressed, more isolated, and less connected to one another than they were even five years ago.

47% of employees say they feel more disconnected from their coworkers today than they did five years ago, and only 21% feel completely fulfilled at work. Disconnection is becoming a defining workplace trend and it’s costing companies dearly in productivity, retention, innovation, and well-being.

But while many organizations respond by focusing on what makes people different including roles, generations, identities, and work arrangements Realationship Driven Cultures (RDC) offers a profound alternative:

Commonality Transcends Differences

This mindset, one of the Five Mindsets in REALationship Driven Cultures, reminds us that people are far more alike than they are different. When we start from what unites us rather than what separates us, relationships strengthen, trust grows, and cultures thrive.

And that is exactly what today’s world needs.

Why This Mindset Is So Necessary Right Now

Modern organizations, despite good intentions, often reinforce differences without meaning to. Efforts to personalize work, tailor programs to individuals, or segment employees into categories can inadvertently create silos, weaken collaboration, and increase stress.

“In trying to create workplaces where people feel seen and valued, we have often focused too much on what makes us different rather than what unites us.”

This matters because division is costly. When people feel disconnected:

• Stress increases

• Team performance drops

• Psychological safety erodes

• Employees hesitate to challenge ideas or share concerns

• Relationship issues overshadow real business problems

Poor relationships are a major source of workplace stress, and chronic stress damages both physical and mental health. Social isolation increases the risk of depression, anxiety, and even cardiovascular disease. It also reduces productivity and makes collaboration harder.

By contrast, relationships built on shared purpose and commonality restore unity and reduce unnecessary tension.

The Science Is Clear: We Are Designed for Connection

 Research clearly shows we are designed for connection:

• Social isolation raises the risk of dementia by 50%, heart disease by 29%, and stroke by 32%.

• Strong relationships improve immune function and resilience.

• Employees in high-trust environments are up to 50% more productive.

• Strong coworker relationships significantly increase job satisfaction even when pay or workload isn’t ideal.

Humans are wired to connect. Connection flourishes when we lean into what we share rather than what divides us.

What Commonality Looks Like in Organizational Life

When leaders embrace Commonality Transcends Differences, they shift the cultural energy of the workplace. An employee’s direct manager has the biggest impact on their work life experience. How a leader deals with that responsibility can create division or bring people together.

Commonality shows up in simple but powerful ways:

Shared Purpose

RDC emphasizes that people unite around meaningful work. When teams focus on the greater good (team, function, and company) relationships strengthen naturally.

Shared Expectations

The Five Mindsets, including this one, create clarity on how people treat each other. Predictability and respect lead to trust.

Shared Humanity

Before roles, titles, or labels, people are humans with similar needs: respect, belonging, value, and connection.

Shared Responsibility

Relationships improve when everyone, leaders and employees, takes part in creating a healthier environment.

Shared Commitment to the Culture

Culture is an outcome of the environment. When the environment is relational, serving, and unified, culture improves automatically.

How This Mindset Strengthens Culture

When Commonality Transcends Differences becomes a lived mindset, organizations experience three key outcomes that are central to great cultures:

1. Unity

Unity forms when people feel connected by purpose and values, not separated by categories or disagreements. It reduces friction and increases alignment.

2. Self-Worth

People feel more included and valued when they are seen for their humanity not just their uniqueness. This drives motivation, resilience, and engagement.

3. Resilience

A unified culture can weather stress better. Strong relationships help people adapt, recover, and stay grounded during change.

These outcomes are the signature of a REALationship-Driven Culture, one built on connection, service, and shared purpose.

A Message for Leaders in Today’s World

If your organization is experiencing tension, fragmentation, or a sense of drifting apart, you are not alone. The external world is influencing the internal world of work, and employees are carrying more stress, fear, and disconnection than ever before. However, we can counter the external culture with great company culture that brings people together to rally around purpose and meaning.

Relationships can rebuild what division has eroded and Commonality is critical.