There are at least six good ways to scare your employees, make them think they “don’t beat” and make sure they never want to go back to work with you. Risk experimenting with any?
Who says the main resource and the true competitive advantage of a company is in its workers, its talent or motivation?
However, perhaps the true objective is to empty the office, permanently demotivate the staff and Methodically sabotage human capital.
If this is the case, a toxic management manual prepared by offers you everything you need.
Avoid making sense to goals
Start by establishing vague, unrealistic or contradictory goals.
Above all, Avoid making sense to goalsconnect them to a clear strategy or support them with proper resources.
In short, embrace the true goals Smart – “Stressful, arbitrary, ambiguous, repetitive and fully turned off”instead of “specific, measurable, attainable, relevant and temporal”.
According to the investigation in organizational psychology, this approach guarantee anxiety, confusion and disinterest between teamssignificantly increasing its intention to abandon the company.
The silence is golden
Avoid all forms of dialogue and communication. Never give feedback. But If it is absolutely necessary, do it rarely and irregularlymake sure it is done in the form of personal criticism.
The absence of regular feedback, centered on tasks and actionless Employees in uncertainty, crashes them off guard during evaluations and gradually mine your commitment.
The way your employees interpret their intentions and feedback is the most important. But be careful: If feedback is understood as constructive, it can effectively increase motivation and commitment to learning.
“Performance Evaluation Tests”
Organize annual performance evaluation meetings in which it focuses only on errors and completely ignore success or invisible efforts.
It is rigid, critical and focus only on weaknesses.
Make sure you get all credit when the team is successful; After all, without you, nothing would have been possible.
On the other hand, when the results fall short of expected, do not hesitate to highlight the mistakes, Assign individual guilt and remember that “well warned you!”
This type of performance evaluation, better described as a punitive judgment, guarantees a deep demotivation and accelerates the rotation of the team.
Internal competition taken to the extreme
Promote a culture of rivalry among colleagues: Regularly circulate internal classifications, reward only the best performances, systematically eliminate the less well classified without even thinking about helping them to improve, devalue the importance of cooperation, and let internal competition do the rest.
Fierce internal competition is a Excellent tool to destroy trust Among teammates and create a persistently toxic atmosphere, leading to an increase in the number of voluntary exits.
Ignore well-being and not hear
We have already established that feedback and dialogue should be avoided. But if, by unhappiness, they occur, Make sure you don’t listen to complaints or alert signs related to stress or exhaustion.
Do not offer any support or assistance And of course, completely ignore the right to turn off.
By neglecting mental health and refusing to help your employees find meaning for their work-especially when they perform tasks considered meaningless, repetitive or emotionally exhausting- directly increases the risk of exhaustion and chronic absenteeism.
In addition, it always privileges very variable and poorly designed performance awards: this will increase the instability of income and annihilate any commitment that still exists.
The art of silent wear
Want to bring your abilities to repel talent even further? Inspire that the research identifies as practices and experiences belonging to different forms of violence in the workplace.
These include micro -managementa constant pressurea lack of recognitiono iSocial Solly and others that generate long -term suffering.
Although often invisible, their recurrence gradually wears workers mentally, then physically, until they finally break.
Now, don’t forget: if you want to put your workers “to walk”… Replicate everything that is written in this article. But beware, if you prefer to be a good boss… don’t do anything you read.
