Shortlink for Sharing:
Tweet about this on TwitterShare on LinkedInShare on FacebookShare on Reddit

There’s a 1 in 3 Chance Your Employee Wants You Fired, Badly

Posted by .

As a supervisor, you likely feel that you’re doing a pretty good job keeping things moving along at the company. People respect you, even if they don’t love you. Right? Not according to the data.

The numbers, according to an article from Fast Company, are staggering:

Over the past year, Gallup researchers interviewed nearly 150,000 workers—people in all states and industries—and discovered that a stunning number are miserable in their jobs. More specifically, only 30% of the nation’s working population today admits to being fully engaged at work. While Gallup encouragingly notes that there’s been a slight improvement to engagement since the Great Recession, it’s hard to cheer when you realize 52% of Americans admit to being disengaged in their jobs, and another 18% to being actively disengaged.

Bored at Work

© Flickr user sunshinecity

We’ve previously covered the stark reality of employee engagement before. And we’ve noted that what these low numbers truly mean is that your employees are lying to you.

But the reality is even worse than that. A study of U.S. workers polled by Parade magazine states that 35% would “willingly forgo a substantial pay raise in exchange for seeing their direct supervisor fired..” (Emphasis added, because, wow.)

The columnist Mark C. Crowley paints the picture thusly:

To fully comprehend these grim stats, imagine a crew team out on the Potomac River where three people are rowing their hearts out, five are taking in the scenery, and two are trying to sink the boat. It’s hard to conceive how businesses can thrive when so few people are working to move it forward.

Now that you know there’s a one in three chance your employees wish you would get the pink slip, what should you do?

Get Anonymous Feedback, Immediately

Hopefully your organization is large enough that people can be solicited for their thoughts without it being totally obvious who is who. You can print out this blog post and ask them to type up some unsigned comments. These papers could form the basis for a first round of discussion among your management team about your level of employee engagement.

A further step would be to talk to an outside consulting firm and ask them to survey your workers. They can you let you know what’s going on without any one person feeling singled out. And hopefully, you’re open to taking that advice to heart.

Get Out of the Way

If among the most significant problems in the American workforce is employee engagement, then one of the most common ways that problem manifests itself is through the horrible practice of micromanagement. Chances are you’re giving your employees way too much direction, or at the very least interrupting them so often they don’t have time to get anything done.

This drives people up the wall. Often the best advice for managers is the reminder that good management is good leadership: inspiring and supporting individuals, and then trusting them to do their best.

Look for Both the Outliers and the Ordinary Examples

Remember the analogy of the rowing team? There are some people working hard, some people barely working, and some people who are slowing progress. Our tendency is to be vigilant and look for everyone to be slacking off, but the reality is that we need to look everywhere and act accordingly.

  • For high achievers: recognize and appreciate their work. Ask them for help coaching others. Support their success.
  • For people putting in the minimum: connect and build rapport. Find out what they care about, and learn how to engage them. Connect them with high achievers.
  • For those who seem to be causing problems: develop a support system. Determine where they need training or coaching, and work with them to set good metrics.
Rowing Crew

© Flickr user Elliott Brown

Your business deserves to make progress on the open waters. That’s not just because everyone is happier when they are all working together, but because you’re not the only team in the race. You have competition, and the group that is most in sync will pull ahead. Train, communicate, and succeed!

Tweet about this on TwitterShare on LinkedInShare on FacebookShare on Reddit
Robby Slaughter
Robby Slaughter is a workflow and productivity expert. He is a nationally known speaker on topics related to personal productivity, corporate efficiency and employee engagement. Robby is the founder of AccelaWork, a company which provides speakers and consultants to a wide variety of organizations, including Fortune 500 companies, regional non-profits, small businesses and individual entrepreneurs. Robby has written numerous articles for national magazines and has over one hundred published pieces. He is also the author of several books, including Failure: The Secret to Success. He has also been interviewed by international news outlets including the Wall Street Journal. Robby’s newest book is The Battle For Your Email Inbox.
Robby Slaughter


This is a headline for an anti-announcement.
@JATompkins I love the Monon. But also: a reminder that *sometimes* the things that are popular get implemented and… - 10 hours ago
Robby Slaughter
Robby Slaughter

Latest posts by Robby Slaughter (see all)