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Added for You - Managing Rebellious Employees
To release creativity in employees, managers must get involved in their employees’ work. Look at each employee as if he or she is the expert on the job and tap into their creative energy.When we engage our employees and tap into their creative energy, they can show us ways to improve. All employees can be thinking about how to reduce costs, looking at safety issues, reducing wastes, and improving the environment, while at the same time developing skills to identify, articulate and communicate those kinds of things.What can people do with their creative ener
a. Incentive pay
b. Thrill of employees receiving executives’ attention
c. Clear business strategy
d. “Communicate 500 Times” -- continually repeating Excell’s strategy to employees.
Shoot the Dissenters
Another way to handle resistant employees was colorfully stated when I delivered my Absolutely Fabulous Organizational Change™ presentation at a company’s management retreat. At one point during my presentation, an executive stood and dramatically announced: “As our organization undergoes major organizational changes, we always seek to cure the wounded. But, we will shoot the dissenters!”
Every manager in my workshop remained silent for a few moments. Then, they all burst out laughing. Reason: They recognized
...While "attitude" was enough to build the smaller Pyramids (like that of King Sneferu), the largest, grandest, and the only of the Seven Wonders of the Ancient world still standing, with a height of 450 feet and 756 feet square: The Great Pyramid of Khufu, needed more than just a great attitude.True greatness lies in self-actualization through workWhen work becomes choice, it no longer manifests itself as work. It is the convergence of personal desire and the actions we gladly take.As it turned out from the discovery of a Workers Cemetery, building
Rebellion is akin to teenagers defying authority figures, fir instance, rebelling against leaders who institute change. Resistance includes employees flinging roadblocks in the way of the organizational change. Examples include employees slowing down their work pace, badmouthing the change behind leaders’ backs, making spiteful comments about the leaders, and slashing productivity.
Feels Like a Lover or Spouse Just Walked Out on You
One of my prouder moments in the media spotlight occurred when I appeared on business television shows -- and also was quoted in national magazines -- concerning employees’ emotional reactions to organizational change. I had just delivered a speech on the topic at a national convention. At the press conference after my speech, reporters snapped to attention and later quoted me when I said the following: "The major emotional reaction of employees during organizational change is that they feel like their spouse or lover just walked out on them!”
Why did my statement attract media attention? Because I summarized the emotionally charged sting of betrayal everyone has felt for various reasons. Employees showing difficulty handling change often feel betrayed. They get used to everything at work being done in a certain way. But all of a sudden, if a company (or spouse or lover) changes how it acts, the person feels a huge sense of loss, distrust, and betrayal.
7 Methods to Handle Resistant Employees
My research on executives who lead highly profitable organizational change uncovered the seven most useful methods to handle resistant employees:
a. communicate reasons for change
b. terminate
c. involve employees in decision-making
d. incentive pay
e. insist employees achieve quantified objectives within deadlines
f. teamwork that creates peer pressure to “get with the program”
g. celebrate successes to help employees feel proud and emotionally “bond”
“Old-Style” Versus “New-Style” Employees
Another bottom line concern: Employees who worked productively before the organizational change may be unproductive after the change is implemented. I call them “old-style” and “new-style” employees. I find the following vital differences:
Old-Style Employees: Works in 1 department, Solo work, Likes receiving direction, Prefers to be told what to do, and Focus: Seniority & experience.
New-Style Employees: Interdepartmental, Teamwork, Likes ndependence, Prefers shared leadership, and Focus: Updating & expanding skills.
For example, at Excell Global Services, vice president Lori Ulichnie used four methods to transform old-style employees into the new-style employees needed to implement Excell’s highly profitable organizational changes:
a. Incentive pay
b. Thrill of employees receiving executives’ attention
c. Clear business strategy
d. “Communicate 500 Times” -- continually repeating Excell’s strategy to employees.
Shoot the Dissenters
Another way to handle resistant employees was colorfully stated when I delivered my Absolutely Fabulous Organizational Change™ presentation at a company’s management retreat. At one point during my presentation, an executive stood and dramatically announced: “As our organization undergoes major organizational changes, we always seek to cure the wounded. But, we will shoot the dissenters!”
Every manager in my workshop remained silent for a few moments. Then, they all burst out laughing. Reason: They recognized t
At a recent tourism industry conference, the participants explored how effective partnerships could help boost travel to their region.A long chain of ‘travel partners’ was involved, including national tourism boards, wholesalers, travel agents, airlines, hotels, taxis and transport companies, restaurants, tourist attractions, shopping malls, medical facilities, media representatives and even banks.The panel discussion was lively. The airline suggested the media should lower advertising rates. The journalist said national tourism boards should provide more up
Why did my statement attract media attention? Because I summarized the emotionally charged sting of betrayal everyone has felt for various reasons. Employees showing difficulty handling change often feel betrayed. They get used to everything at work being done in a certain way. But all of a sudden, if a company (or spouse or lover) changes how it acts, the person feels a huge sense of loss, distrust, and betrayal.
7 Methods to Handle Resistant Employees
My research on executives who lead highly profitable organizational change uncovered the seven most useful methods to handle resistant employees:
a. communicate reasons for change
b. terminate
c. involve employees in decision-making
d. incentive pay
e. insist employees achieve quantified objectives within deadlines
f. teamwork that creates peer pressure to “get with the program”
g. celebrate successes to help employees feel proud and emotionally “bond”
“Old-Style” Versus “New-Style” Employees
Another bottom line concern: Employees who worked productively before the organizational change may be unproductive after the change is implemented. I call them “old-style” and “new-style” employees. I find the following vital differences:
Old-Style Employees: Works in 1 department, Solo work, Likes receiving direction, Prefers to be told what to do, and Focus: Seniority & experience.
New-Style Employees: Interdepartmental, Teamwork, Likes ndependence, Prefers shared leadership, and Focus: Updating & expanding skills.
For example, at Excell Global Services, vice president Lori Ulichnie used four methods to transform old-style employees into the new-style employees needed to implement Excell’s highly profitable organizational changes:
a. Incentive pay
b. Thrill of employees receiving executives’ attention
c. Clear business strategy
d. “Communicate 500 Times” -- continually repeating Excell’s strategy to employees.
Shoot the Dissenters
Another way to handle resistant employees was colorfully stated when I delivered my Absolutely Fabulous Organizational Change™ presentation at a company’s management retreat. At one point during my presentation, an executive stood and dramatically announced: “As our organization undergoes major organizational changes, we always seek to cure the wounded. But, we will shoot the dissenters!”
Every manager in my workshop remained silent for a few moments. Then, they all burst out laughing. Reason: They recognized
Daily routines and repetitive tasks cause burden and create stress to any member of the work force. Realizing that you are burning out is the first step in becoming happy in your job, the next step will be making the proper adjustments to overcome work burnout. Below are the list of surviving work burnout. Its easy to follow if you know your ABC’s.Avoid being late for work because it adds up to stress and piles up the work that should be accomplished.Beverages such as cola, juice or tea gives a soothing feeling amidst the busy working day.<
7 Methods to Handle Resistant Employees
My research on executives who lead highly profitable organizational change uncovered the seven most useful methods to handle resistant employees:
a. communicate reasons for change
b. terminate
c. involve employees in decision-making
d. incentive pay
e. insist employees achieve quantified objectives within deadlines
f. teamwork that creates peer pressure to “get with the program”
g. celebrate successes to help employees feel proud and emotionally “bond”
“Old-Style” Versus “New-Style” Employees
Another bottom line concern: Employees who worked productively before the organizational change may be unproductive after the change is implemented. I call them “old-style” and “new-style” employees. I find the following vital differences:
Old-Style Employees: Works in 1 department, Solo work, Likes receiving direction, Prefers to be told what to do, and Focus: Seniority & experience.
New-Style Employees: Interdepartmental, Teamwork, Likes ndependence, Prefers shared leadership, and Focus: Updating & expanding skills.
For example, at Excell Global Services, vice president Lori Ulichnie used four methods to transform old-style employees into the new-style employees needed to implement Excell’s highly profitable organizational changes:
a. Incentive pay
b. Thrill of employees receiving executives’ attention
c. Clear business strategy
d. “Communicate 500 Times” -- continually repeating Excell’s strategy to employees.
Shoot the Dissenters
Another way to handle resistant employees was colorfully stated when I delivered my Absolutely Fabulous Organizational Change™ presentation at a company’s management retreat. At one point during my presentation, an executive stood and dramatically announced: “As our organization undergoes major organizational changes, we always seek to cure the wounded. But, we will shoot the dissenters!”
Every manager in my workshop remained silent for a few moments. Then, they all burst out laughing. Reason: They recognized
Companies like Websense sell their web filtering software to corporate clients. Their marketing material is pointing out how much productivity is lost due to employees casually surfing the web while at work. With Websense software corporations are able to restrict web surfing to certain websites and put monitoring in place. This allows to protect the corporations from malicious viruses entering the network from untrusted websites and to limit the overall Internet activity of employees to business related websites. It also allows to run specific reporting on every user and
Old-Style Employees: Works in 1 department, Solo work, Likes receiving direction, Prefers to be told what to do, and Focus: Seniority & experience.
New-Style Employees: Interdepartmental, Teamwork, Likes ndependence, Prefers shared leadership, and Focus: Updating & expanding skills.
For example, at Excell Global Services, vice president Lori Ulichnie used four methods to transform old-style employees into the new-style employees needed to implement Excell’s highly profitable organizational changes:
a. Incentive pay
b. Thrill of employees receiving executives’ attention
c. Clear business strategy
d. “Communicate 500 Times” -- continually repeating Excell’s strategy to employees.
Shoot the Dissenters
Another way to handle resistant employees was colorfully stated when I delivered my Absolutely Fabulous Organizational Change™ presentation at a company’s management retreat. At one point during my presentation, an executive stood and dramatically announced: “As our organization undergoes major organizational changes, we always seek to cure the wounded. But, we will shoot the dissenters!”
Every manager in my workshop remained silent for a few moments. Then, they all burst out laughing. Reason: They recognized
In the previous article I explained why it is a good idea to create a methodology based on a standard framework and highlighted the criteria to choose the most convenient one. In this article I will give some tips for the adaptation and documentation of the methodology.Understand the frameworkOnce a framework has been chosen it is time to start building the methodology. The first step is to acquire a general understanding of the framework, a holistic view of its components. You must have a clear idea of its scope and boundaries. It might be useful (if you a
a. Incentive pay
b. Thrill of employees receiving executives’ attention
c. Clear business strategy
d. “Communicate 500 Times” -- continually repeating Excell’s strategy to employees.
Shoot the Dissenters
Another way to handle resistant employees was colorfully stated when I delivered my Absolutely Fabulous Organizational Change™ presentation at a company’s management retreat. At one point during my presentation, an executive stood and dramatically announced: “As our organization undergoes major organizational changes, we always seek to cure the wounded. But, we will shoot the dissenters!”
Every manager in my workshop remained silent for a few moments. Then, they all burst out laughing. Reason: They recognized the wisdom of what they heard. Some rebellious and resistant employees simply need to be de-employed. After all, a company’s purpose is to prosper -- not to run a counseling center for rebellious employees.
Hire the Best
Importantly, a fantastic way to avoid employee problems in times of change is to not hire employees who could become problem employees! As I always ask in my workshops and speeches on Hire the Best -- & Avoid the Rest™, “What’s the fastest, cheapest and easiest way to have productive and dependable employees?” My answer: “Hire people who are productive and dependable human beings!!” Superior hiring methods often include evaluating applicants using customized tests and interviews.
© Copyright 2005, Michael Mercer, Ph.D.
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