These are the managers who are so driven by their career that they do the absolute minimum necessary to get to the next job.
For example, they’ll talk about helping employees meet salary goals or increasing employees’ stock options. But they don’t care about what they need to create jobs with, or why their employees need to be working more. I feel like that is the root of so many of the problems that I see in the workplace (and I’m sure that was one of the reasons that I wanted to work for a company like this). It’s not that these managers don’t understand their employees.
Not only is this the root cause of so much workplace dysfunction, but it is also the root cause of so many employment problems. It is impossible to manage employees like this if you don’t know why they are working for you. It is impossible to create jobs that require employees to be working more simply when you know that they are working for you, and doing so for a job well above and beyond what you paid them to do.
This is what most managers want their employees to do, but they rarely understand what they want them to do. It’s called “job enrichment” and the term is synonymous with “job slavery.” Job enrichment is when the manager is in charge of the employee’s job and the manager wants a different version of the same job than the employee is willing to do, or at least not as well.
Job enrichment happens when managers see that their employees are doing a job they don’t like and then they want to make things so that these employees don’t do their jobs, they want them to do something they do not want to do. This is called job slavery and it is a form of exploitation because these employees will be in charge of their jobs, but only as long as their job is not their own.
Managers who are actively promoting job enrichment have a much better chance of creating a more pleasant work environment. The opposite, however, is true.
There is a big difference between job enrichment and work enrichment. Job enrichment is when employees are given more responsibility and less autonomy than they deserve. Work enrichment is when employees are given more autonomy than they deserve.
Managers who advocate job enrichment are likely to be more successful in creating a more pleasant work environment because they are more likely to be recognized for their hard work. They are, after all, the ones who made the job enrichment program happen. But managers who advocate work enrichment aren’t necessarily more successful because they are more likely to be recognized for their hard work. They are more successful because they are more likely to be recognized for their job skills.
This is where hiring the wrong employee can be deadly. While the right employee can be productive and the right employee can be productive in the right environment, in the wrong environment they can create the wrong type of employee and it will create a toxic work environment.
The second thing to think about is that the best way to promote your business is when you have a good customer who can put up with your negative interactions. If it turns out that you have a customer who is more happy with your marketing and sales, than you have a customer who is less happy with your sales.
