8 ways to make sure your workforce doesn’t engage
Last week I met someone who told me they were worried about their workforce engagement strategy. However, they weren’t worried about a lack of workforce engagement, they were concerned that their workforce was trying to engage too much!This employer expressed anxiety that very engaged employees might start to assume their influence with managers would grow and that they would have some input into leadership decisions. Then, new employees might join and they might also think they could have a voice instead of accepting managers are the best and only decision makers.
I was very challenged by this conversation and decided I could produce guidance for him and other managers like this who don’t want to engage with their employees. I have called it ‘The 8 steps to oblivion – a managers guide to staff disengagement’.
I’ll share it with you too:
1. Don’t have a clear vision for the future
Make sure you don’t publish a vision for the future for your organisation. If any employees in your company ask about a vision deflect their thinking by explaining things are too difficult right now to worry about the future. Tell them as soon as you get the present fixed you may get time to think about tomorrow. Then you will discover the present never gets fixed.
Make sure you don’t publish a vision for the future for your organisation. If any employees in your company ask about a vision deflect their thinking by explaining things are too difficult right now to worry about the future. Tell them as soon as you get the present fixed you may get time to think about tomorrow. Then you will discover the present never gets fixed.
2. Don’t have line managers that act with integrity
Make sure your managers are free to act without conscience. Your employees will never engage with their organisation if they don’t trust their managers. Employees are always griping about wanting their managers to be fair, honest and caring about their individual needs. If your organisation is unfortunate enough to have strong, caring leaders ensure they don’t get promoted and don’t allow junior managers to follow their example or behaviours.
Make sure your managers are free to act without conscience. Your employees will never engage with their organisation if they don’t trust their managers. Employees are always griping about wanting their managers to be fair, honest and caring about their individual needs. If your organisation is unfortunate enough to have strong, caring leaders ensure they don’t get promoted and don’t allow junior managers to follow their example or behaviours.
3. Make sure your organisation doesn’t build relationships with other local employers
The last thing you need is for your employees to hear how other employers behave. It’s best you keep your staff believing it’s the same in every organisation. If other employers try to speak to you and suggest joint staff working groups or joint problem solving project teams, smile, nod, and then quickly change the subject.
The last thing you need is for your employees to hear how other employers behave. It’s best you keep your staff believing it’s the same in every organisation. If other employers try to speak to you and suggest joint staff working groups or joint problem solving project teams, smile, nod, and then quickly change the subject.
4. Speak badly of your workforce with everyone and anyone who will listen
Be sure to tell everyone how much you dislike your co-workers and colleagues. Tell your family how the organisation is heading in the wrong direction, tell your neighbours how much you hate your job and make sure all your friends know no one gets on in the office. Focus on the negative and spread it all over town.
Be sure to tell everyone how much you dislike your co-workers and colleagues. Tell your family how the organisation is heading in the wrong direction, tell your neighbours how much you hate your job and make sure all your friends know no one gets on in the office. Focus on the negative and spread it all over town.
5. Discourage new employees from getting involved
Don’t allow new starts to bring any of their new fangled ideas or experiences into your workplace. Explain to them that they should not expect to be allowed to get involved until they have worked in your company for at least twelve months (longer if necessary). Tell them they don’t know enough about the organisation. Make sure they understand they have to learn the company way before they are allowed to have an opinion. After a few months of no involvement, they will eventually leave.
Don’t allow new starts to bring any of their new fangled ideas or experiences into your workplace. Explain to them that they should not expect to be allowed to get involved until they have worked in your company for at least twelve months (longer if necessary). Tell them they don’t know enough about the organisation. Make sure they understand they have to learn the company way before they are allowed to have an opinion. After a few months of no involvement, they will eventually leave.
6. Abstain from showing excitement about your organisation
Make sure you don’t smile, laugh or do anything that might resemble having a good time. After all, work is supposed to be serious. Come in everyday like you just mouthwashed with lemon juice. If anyone is excited about a new idea be sure to discourage them by telling them you have tried it before and it will never work.
Make sure you don’t smile, laugh or do anything that might resemble having a good time. After all, work is supposed to be serious. Come in everyday like you just mouthwashed with lemon juice. If anyone is excited about a new idea be sure to discourage them by telling them you have tried it before and it will never work.
7. Don’t help your community
It should be understood by everyone that works in your organisation that life is all about work. So make sure you never look out your window or over your fence. As you drive past your workers walking to work just tell yourself they are probably glad to get out of their estates and the last thing they would want is their employer interfering in their whole life.
It should be understood by everyone that works in your organisation that life is all about work. So make sure you never look out your window or over your fence. As you drive past your workers walking to work just tell yourself they are probably glad to get out of their estates and the last thing they would want is their employer interfering in their whole life.
8. Make sure you have a long list of ‘do not’ rules in your staff handbook
The first thing people need to know if they decide to join your organisation is all of the things they can’t do. Be sure to have your ‘do not’ rules first and then the penalties for wrongdoing immediately afterwards. Also try to avoid listing any benefits, if no one knows about them you won’t need to offer them.
The first thing people need to know if they decide to join your organisation is all of the things they can’t do. Be sure to have your ‘do not’ rules first and then the penalties for wrongdoing immediately afterwards. Also try to avoid listing any benefits, if no one knows about them you won’t need to offer them.
Andy Grove of Intel fame once said “There is at least one point in the history of any company when you have to change dramatically to rise to the next level of performance. Miss that moment – and you start to decline.” Following my steps above will guarantee the demise of your organisation.
Of course you could do this instead:-
1. Create a vision
2. Sign up your managers
3. Open your doors to hear from other local employers
4. Make your organisation an employer of choice
5. Encourage all staff to speak up from day one
6. Celebrate success
7. Be part of your local community
8. Make work easy to understand
Then and only then will you feel your workforce engaging and taking ownership for all that they do.
What will you do?
A few pointers for UPS
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