There are some certain ways to disengage your employees — and that can be your fault as employers.
- Micromanage them
Smart employees don’t need to be micromanaged. They are actively seeking ways to improve themselves and the business. They might not seem that productive at first, but everybody has their own way to get around it. Give employees time to break out from the system and let the sunshine in.
- Hierarchy, hierarchy, hierarchy
What startup culture? What family culture? Businesses need to scale but culture does not need to. Invent ways so that your small to medium-sized company does not need a rigid structure you think it needs. Think of ways to work together and view each as a sparring partner. Hierarchies are dinosaurs.
- Build trust, then break it
Not only employees, employers need to maintain trust, too. If you give trust to your employees at the first place, keep it. While we know how volatile business is, there are certain degrees of optimisms that we can keep. For example, if you believe that “keeping good people and good employees” are priorities, then don’t suddenly keep things not working for them — be the first ambassador of goodwill for these people.
- Makeshift policies
We all know it — changes of company policies. It feels bad if it keeps changing, especially for the worse. Be firm in company policies and keep improving them. Don’t fall backwards.
- Too much diplomacy, too little transparency
C-level executives and managers all know that we can’t be too frank with company situations, especially if they’re bad situations. However, employees know when the management is bullshitting, sugarcoating and in general, toning it down. It’s important that companies don’t invent jargons or words that mean vague. Be concrete, honest, and straight to the point.
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