10 Fool-proof Ways to Ensure Your Company Is NOT an Employer of Choice

Inspired by the hijinks I have seen during my 5 years in Jordan, I’m blogging today about actual things that companies in Jordan do.  I hate to say that a single company practices all of these techniques (it does, but I hate to say it).  So, for those company executives and entrepreneurs out there, take note… here’s a list of things NOT to do.

  1. Manage cash flow by withholding employee salaries. It doesn’t matter if you only withhold the highest paid employee salaries, they will still go elsewhere – at least if they’re worth having.
  2. Try and make employees miserable so they will quit and you won’t have to actually fire them.  While this may seem like it saves you heartache, it also destroys your reputation ensuring that good potential employees avoid you like the plague.  When your needs have changed or someone isn’t working out, be honest and just let them seek a better fit.
  3. Hold an exit interview in which you tell an employee, “you’re dead to me now!”  Aside from smacking of a bad romantic or familial break-up, the only result of this approach is having this person say to their friends (and people they’ve never met) “Run! Run fast, don’t interview with them!”
  4. Pit top management against each other to ensure they stay off-balance.  In addition to breeding discontent, you destroy any hope of team work in the organization.
  5. Verbally abuse and degrade employees.  Constantly telling someone that they are stupid or not competent to do the job will not make them work harder.  If they are worth having in the first place, it will make them leave… simple as that.
  6. Try to decrease salaries using discontent with performance as an excuse.  If someone isn’t performing, you let them go.  You don’t try to decrease their salary.  You pay them X to do Y job.  If you agreed to pay it, do so.  If they aren’t worth that money, send them off to better meet someone else’s needs.
  7. Manage using the Dr. Jeckyl/Mr. Hyde principle.  Use managerial schizophrenia to keep your employees just like you like them, self-conscious and uncertain.  This technique produces employees who make no decisions on their own and try to avoid catching attention.
  8. Deal harshly with anyone taking a risk (even one approved by management) that doesn’t succeed.  After all, if they were foolish enough to try something new and it doesn’t succeed, they should be punished.  Harshly.
  9. Reward tattling among members of senior staff.  Make sure that you get senior staff to come to you and tell you when someone else on the team has done anything that might be positive and forward-thinking – so you can squash it.
  10. Tout the (dubious) skills of pet employees lauding them as experts in areas without understanding their background.  After all, nothing builds team morale like seeing a narrow-minded programmer being called an “IT expert”.  After all, IT is all about (and only about) Java programming.
If you practice even one of these techniques consistently and get really good at it, you too can ensure you are NOT an employer of choice.  Well, unless that choice is running far and fast.  And, if that’s the best a former employee can (and does) say about you, you might think twice about your managerial style and techniques.
Happy Choices!

13 thoughts on “10 Fool-proof Ways to Ensure Your Company Is NOT an Employer of Choice

  1. Thank you 🙂 Sounds a lot like the place I gave a 30 day notice to; yesterday! Now freelancing and enjoying it while I develop one of my freelance skills into a feasible business.
    What company was it? I know I shouldn’t ask but I’m curious.

    • Bambam, Sorry to hear you were working for one of them too. No telling on the name ;)… After all, if I don’t say everyone will think I’m talking about THEIR company, teehee.

  2. Pingback: Had An Employer Like This in Amman? | my treasure

    • No worries, copy, paste, and link to your heart’s content (as long as I get due credit for my madness, woohoo!). Glad you could only tick off a few… Sigh.

  3. Something to consider is the possibility some employees may file wrongful termination suits if they are fired. The judicial system is very much like the rest of the local bureaucracy and depending on who are/is a certain company’s owners/shareholders determines whether an employee will get their just dues or not.

    • That is true, however somehow I suspect that how you handle letting them go (and why) could determine whether they’d file a suit. And, chances are that the company will come out better in the long run, no?

  4. It is all about supply and demand, as long as there is more people looking for jobs and there arenot enough jobs to go around the problems mentioned in the post will continue and get worse and worse. As far as suing for unjust termination I would say good luck, the chance of getting punitive or compensatory damages is close if not below zero. I’m glad that you are coming out and eschewing away from your self imposed sensorship.

    • It is and isn’t about supply and demand. If there were companies that truly didn’t supply this type of atmosphere they would be competitive as all get out to get into. Unfortunately, these practices have become so widespread that they even infect foreign concerns that come and use local talent.

  5. It makes a big difference when suing if you are a white or blue collar employee. Blue collar workers often get what they ask for if not many multiples of it. That is due to the skewed judiciary towards the laborer vs the employer, unless the employer is one with considerable influence.

    • Joe, that may be. I haven’t got experience with either. I avoid law suits in all countries where possible ;). But given the larger amounts likely due white collar employees, it wouldn’t surprise me if the system is a bit skewed against them.

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