Ensuring Employees ignore you: A Leader's guide
A real quote from a real CEO of a Fortune ranked company: “Don’t field an employee survey—we may need to do something.”
You’re doing a great job already of alienating everyone. Here’s how to finish the job:
1. Presume you’re right.
2. Don’t listen.
3. Don’t investigate.
4. Establish more teams and committees.
5. Launch a new initiative to mitigate the failure of the prior initiative.
6. Assume “cascading” will work or that your memo was read.
7. Blame someone else (preferably a large group critical to your success).
8. Ignore reality when the data contradicts your established position.
9. “Spin.”
10. Hire a consultant. (Just kidding, this actually works.)
You’re doing a great job already of alienating everyone. Here’s how to finish the job:
1. Presume you’re right.
2. Don’t listen.
3. Don’t investigate.
4. Establish more teams and committees.
5. Launch a new initiative to mitigate the failure of the prior initiative.
6. Assume “cascading” will work or that your memo was read.
7. Blame someone else (preferably a large group critical to your success).
8. Ignore reality when the data contradicts your established position.
9. “Spin.”
10. Hire a consultant. (Just kidding, this actually works.)
Comment
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Comment by Doug Shaw on October 25, 2009 at 2:17pm - Hi Warren, uninspiring though the quote may be, I guess I give the CEO points for honesty. My experience shows me there are plenty of people operating at the very top of large organisations who feel the same way but don't have what it takes to go on record, preferring instead to say one thing, and do another. Good fun top ten, love numbers four and five :)
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Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
Listen! Zip your mouth. Don't interrupt them when they are opening up to you and expressing there feelings. Remember, its about them not you!
Engagement is to be seen not as an activity but that is the only way the society works.
The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it.
To begin engagement, sit down with each employee for 40-60 minutes, privately, quietly, and confidentially, and get to know them better -- thei…
I'd appreciate hearing from others on best practices regarding the frequency of employee engagement surveys. I've seen lots of debates on what is the best interval to use for regular measurement and it wouuld help if you could share how often you do…
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