7 Easy Ways to Get Your Team to Hate Their Jobs

THE SECRETS OF DISENGAGEMENT:

Make Rules without Reasons1

Since reasonable employees will expect to see several guidelines in place for the purposes of maintaining a healthy and productive company culture, just having rules is not enough to disengage your workforce.

Be sure to create some rules that are based on either your

own arbitrary preferences, isolated incidents (that are

unlikely to get repeated anyway), or just good old-

fashioned paranoia!

Micromanage2

Employees thrive on the perceptions of trust and

empowerment.

Otherwise, they might believe that you trust them with making

some decisions.

If you truly want to dis-empower them, you must check in with them obsessively to make

sure every step of the assignment is done exactly the way you would do it.

Let Them Think They Don’t Matter3

Many team members take pride in the idea that they are carrying out a

key company function and are valued by their leaders.

Be sure to avoid giving them any positive feedback on the things they do right, but don’t hesitate to bring forth, in painstaking detail the things that they do wrong.

Refuse to Hear New Ideas4

The more democratized the company culture, the happier

the workplace.

You will never be able to destroy the workplace as long as you let that happen!

Allowing an employee to think they have a good idea—or could potentially make a difference in the workplace—sends the message that the company is looking to improve, and thinks that employees may be talented individuals with worthwhile suggestions.

We tried that before and it doesn’t work.

We can’t do that because…

The only problem with that is…

Before your subordinate is even through talking, cut them off with one of the following lines which have been scientifically proven to slow, and even stop the creativity process:

“““

Require Flexibility without Giving Flexibility5

You may often need your team to work longer hours, or even come in an extra day or two during their time off in order

to achieve company goals or meet certain deadlines.

providing a guilt trip in exchange for each PTO request

How to prevent employees from staying extra hours willingly:

nitpicking non-consequential, occasional tardiness

demonstrating a consistent lack of flexibility on your part

Believe That Good Employees Are Good Mind Readers6

When your team members are given a clear sense of direction concerning your expectations

of them, and have unfettered access to the necessary resources to perform their jobs, you

will likely end up with contented, engaged employees.

Adopt a “they should just know” mindset.

Simply pretend that your staff were born knowing your expectations of

them so that you can justify not voicing your concerns to them.

Avoid any uncomfortable confrontation, and just sit back and silently hope that they will figure out on their own why you are upset.

Expect 110%, 110% of the Time7

Accepting the fact that your employees are human, and that even the healthiest people cycle through an array of energy and motivational levels could give your subordinates the impression that you

have realistic expectations of them.

You don’t want to be the boss that is tough, but fair. You want to be the boss that is tough. Period.

Having unrealistic expectations is the only way to ward off any remaining vestiges of engagement and job satisfaction.

Now that you’ve finished the presentation…

DON’T BE THAT BOSS.

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