More on Control

I wrote a post regarding the propensity of managers to change schedules and do other little things to feel like they are in control of their demading environments. Another theme in control is power. Those of us in managerial roles feel the pressure of authority and realize that there enjoyable benefits and pitfalls to avoid. In the case of those without some level of authority, there is still an interest in control. Some manifest their need at work. We have all met the long term admin that functions as a gatekeeper worthy of keeping the keys to heaven from all comers. Their boss has no idea the subversive evil they wreak on anyone they don't like. My personal favorite is the hourly employee that comes up to a manager 3 layers up, demands their number and announces that they know a VP as their first introduction. In very short order, you find out that this person should have been gone long ago, but apparently her bravado and threats have worked on her bosses. She struts around with her self important belief that knowing someone makes her powerful. The last example is the employee that violates policy multiple times, but the boss is more passive than aggressive. They put a lot of notes in a folder, and the employee cries fowl to get control over their employee file/corporate identity. They win and get a taste of power. Now the fun begins, they decide there is free reign on violating policy, but the company is nervous. There are a few more violations than the usual progression before the inevitable job loss. Rarely does the owner of this type of control stop short of ending their employment relationship for cause. Regardless of the control tactic, these are destructive behaviors that negatively effect business. Okay, you are probably already thinking of how to better manager each of these folks and others. Just like most things in business, this isn't rocket science. Pay attention to what the people working for you are doing. Assistants are awesome, but they are not you. Don't let them make decisions for you. Next, educate the managers that work for you and expect them to handle accountability correctly. This prevents the power grab from employees with actual or perceived connections or those that find the managers weakness to exploit it. Rehabilitation for the employees that have already tasted negative control is tricky. Be ready to hold them formally accountable and sever ties if needed.