I think we have all had this problem. You have a new co-worker asking annoying questions about your ways of working, or perhaps your direct report is making too many suggestions that seem like a lot of work. How can you stop this type of behavior? The solution is simple! Weaponize company culture!
Unsure if this will work? I’ve seen it and been on the receiving end of some of the best shutdowns and career manipulations, thanks to others using company culture to throw a bomb on my work. So if you’re looking to get the most out of your team, why not give it a try? I’ll guide you through some scenarios that used weaponized company culture to solve problematic employee behavior quickly and discreetly. Trust me, it’ll be fun for everyone!
Scenario 1
A coworker is new to your organization. He has the expertise that aligns with the project you have had on auto-pilot for a while now. But now, Bob is poking around and pointing out holes in your project’s theory and reports and wants to talk to you about his ideas on improving your project’s ROI. This type of behavior needs to be stopped asap. As far as everyone else knows, your project is a great success, and the last thing you need is Bob trying to undo all of the smoke and mirrors you have expertly put in place to prevent others from finding the truth. What can you do?
Company culture to the rescue!
Company culture is the perfect tool for handling Bob. You can simply tell Bob that his ideas are not in line with the company culture and that he needs to stop questioning everything. Company culture is all about following the status quo and not rocking the boat. So by telling Bob that he needs to fall in line with company culture, you are essentially telling him to stop asking questions and just do what he’s told. And we all know that that is exactly what Bob needs to hear!
Scenario 2
You have a direct report constantly suggesting new ideas for improving your department’s efficiency. They’ve even gone so far as to put together a presentation on their findings and wants to present it to upper management. But you know that if their ideas are implemented, it will mean more work for you and less time spent on the things you enjoy doing. What can you do?
Company culture can help!
You have to stop this quickly. You need to tell your direct report that their ideas are not in line with company culture and that they must stop trying to change things. Also, tell them some horror stories about others who have attempted to do too much too soon. Let’s be honest, this direct report is probably new to the company and has noticed some red flags that have strategically been buried. Don’t let them dig them up! Put the fear of god into them by letting them think their new job could be in jeopardy if they are found not to fit in well enough.
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Scenario 3
You have the opportunity to promote one of your reports for a new leadership position, but you have a problem. A person who asks too many questions and expects everyone to try hard might be very qualified for this new position. This new position aligns with their expertise and, quite possibly, past experience. (How would you know? You haven’t ever seen their resume or asked them, which is smart! That way, you can plead ignorance if you get called out on it later!)
The last thing you need is a person like this getting the opportunity to get visibility to upper management, making you look bad, or otherwise highlighting your shortfalls inadvertently by doing a job well done. But you need to have a valid reason for not considering this person for the role. This is the type of person to make a stink if they see themselves being treated unfairly, so you need to make sure your reasoning for not considering them a candidate is solid. What reason can you use?
You guessed it! Company culture!
Company culture is all about fitting in and not standing out. This person clearly does not fit the company culture mold, so there is no way they could even be a candidate for this new role. How could anyone expect to consider a person that is skilled, successful, and overall the most qualified as a viable candidate if they aren’t as complacent and set in their ways as you are? Company culture is the perfect way to keep this person from getting too much visibility or otherwise being put in a position that could provoke change within the company.
This scenario is my favorite because it usually fixes the problem once and for all. Once it is established that you have the power to be the judge, jury, and executioner for their career, they will probably quit. Company culture—it can be a permanent fix!
You are all set to weaponize company culture!
There you have it! Three surefire ways to use company culture to your advantage. So next time someone is annoying, just tell them that they need to fall in line with company culture and watch them back down quickly. Using “that doesn’t fit with the culture here…” is the perfect thought-terminating cliche to keep people in their place! In just that one statement, you can tell someone they don’t belong, establish you know more than they do about the company, and that they should stop what they are doing—or else. There isn’t a better phrase that can do so much!
