Techniques for killing the ideas of employees

Want to kill an idea? The wrong way is to delay a decision. Lots of managers use this technique, but all it does is kill enthusiasm. The idea, like an old tuna sandwich that has fallen behind the desk, persists.

Management Speak: I'm not saying no, but I'm certainly not saying yes.

Translation: No.

-- This week's anonymous contributor didn't say yes when asked if his name could appear.

I recently had to miss my 30th high school reunion. The bad news was not seeing old friends. The worse news was not finding out who has aged more than I have (everyone, I presume).

The good news? Not having to relive embarrassing moments, like the time I asked a girl to the homecoming dance and she answered, "Can I let you know?"

Regrettably, I failed to say, "Sorry, but you have to take your chances."

Instead, nonplussed by the one answer I hadn't anticipated, I handled the situation the same way an employee should handle a manager who gives this response to a request or suggestion: I said, "When?"

Want to kill an idea? The wrong way is to delay a decision. Lots of managers use this technique, but all it does is kill enthusiasm. The idea, like an old tuna sandwich that has fallen behind the desk, persists.

If you're a manager who wants to kill an idea, the right technique is to present an unanswerable argument, not an unassailable one. There's a difference.

One of the best unanswerable arguments is, "That's the same as x, and we already tried that."

For example, an employee proposes implementing XML-based supply-chain integration. You might say, "That's really the same thing as EDI [electronic data interchange], and we tried that years ago. The project died. It was too complicated and too expensive."

Your employee is now helpless, becalmed in a Sargasso Sea of ennui. Your argument is, of course, nonsense: "We failed to make it work" does not equate to "It won't work," and you've waved off the significance of improved technology.

That's OK -- your goal was to kill the idea, and once you force the discussion into specific details, you have the moral high ground because, as a manager, you don't worry about those specific details.

IS Survivalist Joseph Martin provided another excellent idea killer: The Concerns Argument. It's simple to use and applies to a wide variety of situations. Whatever the suggestion, simply say, "I have concerns about that."

To the inescapable reply, "What are they?" you respond, "I've heard there are issues with it." What issues? "A lot of people have concerns." Who? "Lots of people." Such as? "I can't betray a confidence." What are their issues? "I've read about several." But what were they exactly? "I don't remember the specifics, but I remember they seemed pretty substantial."

The Concerns Argument is an effective variant of the old "I think this needs more analysis" routine but is superior because it doesn't lead to action.

You need techniques to kill initiative. After all, if staff members are thinking of new ideas, they aren't focusing on their jobs. Even worse, some might end up looking way too good and get hired into other roles, and then you'll have to replace them.

Or, if you prefer to be a good manager, avoid these techniques.

Help wanted

I need your help. I've started writing Lewis' Laws. With luck, IDG Books will have it on bookshelves in time for the holidays. The Laws will be new material, but we're also including some favorite columns. I'd like your suggestions, so if there are any past IS Survival Guides you'd like to see in this collection, please let me know.

Otherwise, I will have to use my own judgment.

Send suggestions and other idea killers to Bob at bob_lewis@compuserve.com. Bob Lewis is a Minneapolis-based consultant at Perot Systems.

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