Management by threat
by Miki Saxon
It’s a sad commentary on the business world, but thousands of times a day, day after day, bosses in every industry, in companies large and small, issue “or else” ultimatums to their subordinates—whether intentionally or not—and ultimatums are threats. The threats are rarely direct (Do it or start looking.), more often, they are subtle (I expect employees who work here to be team players.), but the threat is there: Do X if you want to keep your job.
Obviously, this is atrocious management, since
- threats are tremendously debilitating to those receiving them, often costing them the confidence to do their job; but
- it is the manger who threatens who loses the most—the credibility to run the organization.
Beyond the direct effect of the threats, there is a ripple effect that is far worse—the seeding of a self-propagating culture of intimidation, i.e., I’ll do it to you because the person above does it to me [and I want to get even].
It kills creativity, innovation, motivation, engagement, caring, ownership, in fact, everything that it takes to compete in today’s economy.
The good news is that, as with most management practices, the choice of using or not using ultimatums, no matter the form, is yours, and yours alone.
Your comments—priceless
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Image credit: CraigPJ CC license
September 30th, 2008 at 2:18 pm
Miki –
I just “re-discovered” your blog via Alltop’s new Leadership category. Nice work, I really like it.
Threats will get you compliance, or maybe even resistance, while engagement gets you commitment.
Btw, I’ve been hosting a monthly Leadership Development Carnival the last few months, and would love it if you’d care to contribute. There’s a submission form on my site, or you can just send me an email with a link.
Dan
October 1st, 2008 at 9:52 am
Hi Dan, welcome back! Nice to know Alltop has added leadership and management categories.
What you say about compliance vs. commitment is true, but I’ve found that that argument isn’t enough to get many managers to change, whereas presenting it in the form of high vs. low productivity leading to high vs. low personal career progression motivates them to change their ways far faster. VSI (vested self-interest) is still the best motivator.
I’d love to participate in your carnival and will be over to submit one of my more heretical posts:)
October 1st, 2008 at 11:22 pm
Good one!
My own personal experience indicates that this type of behavior from managers does turn and bite them. Eventually.
I am currently navigating some very choppy waters around our leadership team due to the growing perception amongst our people that my team is the place to be.
I have never issued an ultimatum that did not clearly include me along with my team in what was required.
October 2nd, 2008 at 9:40 am
Hi Scott, thanks for visiting and adding to the conversation.
It sounds as if you’re facing the (unfortunately) standard reaction of managers with low productivity teams to one with high productivity. You may find it easier to deal with if you recognize it with its correct name—jealousy.
Knowing that jealousy is the root cause often helps the navigation you mention.
Feel free to call me (866.265.7267) if you’d like to brainstorm more navigation techniques.
November 7th, 2008 at 9:57 am
As rule of the Galactic Empire I use threats all the time. Personally, I’m tired of R2D2 constantly overriding our security systems, and I posted a public note in our Email (Empire Mail) system saying that the next person to let R2D2 do that will be fed to a panna monster.
As managers our goal is to get results through our people. We have various tools at our disposal in order to achieve that which can be used to augment staff behavior.
You can’t think in terms of absolutes – where the ONLY management style being used is one of threat/fear based. You use many different tools to varying degrees.
Everyone is different, and what works on some won’t work on others. So the formula for each staff member is going to vary. For some staff who tend to take things for granted, rest on their laurels, etc… dropping in an element of fear can help keep them based.
For other members you hopefully don’t even need to go there and utilize the more positive tools in your management chest.
And there are certain boundaries that are completely unacceptable to cross, and you have to make it clear that there is an ultimatum if you cross it.
If you have an environment and rules where the ones you want to keep will thrive – you’re good to go.
Besides, if you’re doing the “or else” thing to someone, they’re probably a low value employee that’s on the brink of being laid off anyways. So how much lower in value could they become, the risk is low if you’ve tried everything else.
November 7th, 2008 at 1:01 pm
Hi Darth, welcome and thanks for adding to the discussion—although I don’t agree:)
The ‘or else’ is always present based on the relationship between managers and subordinates.
If you really need to use fear to keep someone motivated (based) then you are in an essentially abusive relationship with that person—not healthy for either of you.
I think that the only time an ultimatum should be used is when giving a disciplinary performance review, in which case it’s apropos.
So other than abusive or final disciplinary notices, threats just aren’t a viable management tool—at least as seen through the lens of the management style we advocate here. That’s not to say that managers don’t use them and that entire cultures aren’t based on them, they’re just not advocated here.
November 18th, 2008 at 12:21 am
Hi Darth
I am afraid that my own personal experience leads me to dispute your opinion on this.
By always working ‘with’ my people and never intentionally speaking down to them or threatening them, I have found that you can take a team that is largely made up of those ‘low value’ employees and turn them into a team that will consistently out perform every other team around them.
Support, transparency, ethics and a culture where no one is afraid to say their piece (without getting personal or abusive) will take you and your team to much greater heights than threats.
November 18th, 2008 at 11:21 am
Hi Scott, you are right on the money! My hat’s off to a manager who is willing to spend the time and effort creating an environment in which people can thrive, not just survive until they move on.