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Step 4 - Never Explain Why |
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Failing to explain “why” is an important step in creating organization dysfunction.
Change in business climate, markets, and practices are inevitable.
Change mismanagement is one of the most effective ways to create
organizational dysfunction.
When employees don’t know why internal changes are being made or why
they are asked to use a certain methodology, management has full
control. When management can keep everyone guessing and under the
control of “because I said so”, employees become the faithful soldiers
who don’t question orders – or so the manager thinks.
The reality is that employees need to feel a certain amount of control
in their work lives. What’s more, they will be more effective agents
of change when they feel like they are allowed to be engaged in the
changes that occur. Failure to properly engage and inform employees
during times of change is one of the best ways to encourage the best
performers to jump ship in fear of their future. Employee turnover and
the demoralization of the remaining employees are sure to create
organizational dysfunction. Frustration abounds and ranges from a
reduction in employee diligence and caring for the details to massive
turnover.
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Dysfunctional Management - 12 Steps 