Comments on: 11 Pathways to Employee Disengagement

By: David Zinger

David Zinger — Thu, 19 Nov 2009 14:42:22 +0000

lucky, lucky, lucky…

By: Derek Irvine, Globoforce

Derek Irvine, Globoforce — Thu, 19 Nov 2009 14:09:38 +0000

Love the satire, David. My personal satirical favorite:

Accentuate the positive — Remind employees they’re lucky to just HAVE a job in this economy and KEEPING that job is reason enough to stay engaged.

By: TesTeq

TesTeq — Wed, 18 Nov 2009 13:17:48 +0000

I think that not updated personal and company blogs are good for disengagement training.

By: David Zinger

David Zinger — Tue, 17 Nov 2009 00:45:28 +0000

Warrick:
Are you certain?
David

By: Warrick

Warrick — Tue, 17 Nov 2009 00:42:08 +0000

My favourite one is:

“Only communicate certainties – if you don’t know the final answer, then keep quiet”

By: David Zinger

David Zinger — Mon, 16 Nov 2009 15:45:58 +0000

Cassandra:

Great additions and at 55 years of age I guess I need to lay down in green pastures! Thank you for your double secret probation.

David

By: cassandra vert

cassandra vert — Mon, 16 Nov 2009 15:42:13 +0000

Make sure employees know that the longer they hang around, the less valuable they are because outside experience is much more valuable than inside experience.

Expand #5. Use consultants whenever possible.

Break down tasks as simply as possible to take the guesswork out of work, and also eliminate any need to think.

Never hire anyone over 40, even for senior management.

Use the Darwinian chain of command: let leaders from different departments give conflicting orders to employees, and whichever leader beats his or her chest the loudest about “my way” gets to decide how things are run.

Three words: double secret probation