Call us today at 918.231.5781

21 steps to guarantee employee burnout

21 steps to guarantee employee burnout

Let’s pretend you are a supervisor and for some odd reason you want your employees to eventually freak-out, have a nervous breakdown, and/or suddenly quit without notice.  With much hesitation, I am providing 21 steps to lead your employees down the road to burnout and the need for a mental health professional:

  1. When interviewing candidates for open positions, provide an unrealistic picture of how wonderful life is in your department.
  2. Disregard all work/life programs in the employee handbook once candidates are hired.  Besides, work is their life.
  3. Expect employees to work late every evening, just to make you look good to your supervisor.
  4. Schedule umpteen unnecessary meetings about insignificant issues.
  5. Habitually schedule meetings during the lunch hour just to keep them in the office.
  6. Require your employees to be flexible with company deadlines but don’t allow flexibility around their personal lives.
  7. Treat your employees like company property. Besides, the CEO says employees are the company’s most important asset.
  8. Micromanage your employees.
  9. Rarely provide performance feedback unless they make a mistake.
  10. Yell at your employees. Even better, yell at them when other coworkers are around.
  11. See yourself as the boss, not a leader.
  12. Keep company information a secret from your employees.
  13. Don’t allow your employees to understand how their job fits into the big picture.
  14. Deny most vacation requests.
  15. When employees finally take a vacation, expect them to check-in every day.
  16. Text your employees on Saturday nights and expect an immediate reply.
  17. Expect employees to always answer their cell phone, even on Sunday mornings when they are at church asking God for mercy.
  18. Turn every small issue into a crisis so that every day is like a fire drill.
  19. Delay decisions on important employee issues.
  20. Never discuss your personal life or ask employees about their family.
  21. Act like you really don’t care about the employee as a person.

 

Kevin Kennemer is founder of The People Group based in Tulsa, Oklahoma. Kevin is driven by his passion for company owners and their need to earn a profit, employees' desire for a positive and fulfilling work experience, and the community that benefits when both groups do well.

0 Comments

Leave a reply

Your email address will not be published. Required fields are marked *

*