Cynical Employees: Insights?

[maggie chicoine]

Hi Folks,
Have any of you had a positive experience in turning around a team of cynical workers? I'm looking for some training module ideas - experiential exercises as well as advice for the leadership team.

As one manager puts it, some of these (union) folks are just plain mean. Their approach to any kind of recognition is cynical and sarcastic.

Insights appreciated!

Thanks,
Maggie Chicoine

[Ben Simonton]

Having turned around four separate management disasters, I am quite familiar with what you are facing. The only way that employees become cynical, sarcastic, and mean is for management to mistreat them and disrespect them. The only way to correct this situation is for management to change 180 degrees and start treating them with great respect. They won't believe it at first, but after a few months of listening to them and respectfully addressing their concerns in a timely manner rather than dictating to them they will turn around and start performing like the superstars they really are.

If you want help, I can provide it. But, I must admit that I don't like to work with managements who are unwilling to accept that they are the problem and that they must change first. The "ship is its captain".

Best regards, Ben

[Rob Fox]

Hi,

I sense the key is to offer choice - that is to request the cynics create their own route to engagement in a self directed means.

Your role would be to offer the rich inspiration and supportive help needed for them to accomplish this.

You might like to see:

www.engagingideas.co.uk

for practical tools and inspiration designed to inspire higher engagement and change.

Best,

Rob

[Jamie Showkeir]

Hi Maggie,
Acually we have a training module for this exact circumstance. We call it cynics, victims and bystanders it is part of The Conversations Workshop. We wrote a book last year called Authentic Conversations which has a great deal to say about this set of circumstances, its creation and what to do. You can learn more at www.authenticconversations.com and www.henning-showkeir.com. We have a great deal of experience working in environments where organized labor is present. Please contact us if you would like to speak directly about this. Engagement is the key.
jamie showkeir

[maggie chicoine]

Appreciate your feedback on this topic. I'm still in training design mode. Thanks Jamie for the links.
- Maggie

[Rona Daneilo]

Hi Maggie,

I would recommend round table meetings with your cynical teammates. This will provide them a venue to share their frustrations and provide feedback. I agree with all of the above. Cynics are created through lack of communication. This builds into frustration, leaving the teammate feeling like their voice does not matter, therefore sarcasm begins. I would caution, if you do ask for their feedback be sure to respond to it. There is a great book I read call Servant Leader by James Hunter. Excellent book, I used it to create a culture among my leadership team. Great starting point!

Good luck.
Rona

[Susan Mazza]

There are a lot of great points in the comments already so I will add some thoughts I didn't see yet, at least not explicitly.

I've found that for people to even entertain the idea that management has a sincere commitment to changing the circumstances or environment that has resulted in cynicism to begin with is for those perceived to be "in charge" to go through a process of looking in the mirror and consciously choose to take full responsibility for the current condition. In my opinion this must happen before there is any engagement with the "cynics". If the leaders can't own it you might as well stop right there. If management or leadership or whatever they are called can't establish their sincerity, the risk of "telling the truth" is just not worth it. It is far easier and safer to maintain the status quo.

When they are willing to take responsibility the next step is to listen. They need to be prepared to listen to what has been brewing in the background and under the surface in people's hearts, minds and conversations without requiring censorship or political correctness even if some of it is over the top. Their ability to listen to the truth as the "cynics" see it can go a long way in building trust. This does not mean that anyone has to roll over or accept all assessments and accusations as truth or roll over, but unless they can convey that they are listening can hear and are genuinely making the effort to understand it will be tough to impossible to break through.

Wishing you much success! These situations are so challenging yet unbelievably rewarding when you get to the other side!

[Ben Simonton]

Well said, Susan. It all starts with listening, really listening 100% without the distraction of figuring out a response while the other person is talking.

For some short articles on this process take a look at
http://www.bensimonton.com/articles.html

Best regards, Ben

[Jason Grieve]

Some excellent responses already to your great question Maggie.
The cynical workers present a great opportunity to make an organisation a greater place to work. Let's face it, they're cynical for a reason and if you can get truly under the skin of the problem to identify the areas for improvement you're on to a winner - but only if you truly have the 100% support of the leadership team. Your training module may be well designed and delivered - the key here though is the "making it stick" - you can only control so much. I have run a successful programme which has managed to turn around cynics - but not all of them! This course was however fully embraced by the business both in terms of content and approach but also follow through. Two recommendations:

1. Have a director/member of the leadership team positioning the training module, giving their full commitment and confirming why this will be different from other courses (confirming the "whats in it for them"
2. Get a well respected member of the organisation who is also one of the biggest cynics and get them working on leading the project with you

Hope this helps