Employee Demonization

Give the brief Introduction of employee demonization

Employee demonization is identifying the underperformers and providing them adequate learning to help develop professional skills. What began as a great idea – methodically attending to what people need to be most effective on the job – has become at many enterprises a hodgepodge of perfunctory surveys, consultant malpractice, and fear-mongering. It is to be noted that the turning point for one of these initiatives comes when it is, as one HR executive whispered to me, "weaponized" – used not as a means of focusing where the company must do better but to identify and drive out people who express legitimate concerns. People who don’t give high enough marks on the all-important company surveys get labeled “brats,” “under-achievers,” “delinquents,” “drifters,” “saboteurs,” “cynics,” “martyrs,” “hamsters,” “honeymooners,” “crash & burners,” or “prisoners.”

When did the employee demonization has been started and whom? 

As with anything in the business world, things evolve and change. The evolution that can be seen today continues to shift organizational priorities more and more toward focusing on people and bringing humanity and experiences into our organizations. This is an immensely exciting thing to see. Years ago with the advent of what many would consider the modern business, focusing on utility made sense. However, at the time, it was just common practice, and every organization took the same approach. Then, this shifted toward productivity, getting the most out of people. Next, the world saw the emergence of engagement, which is all about making employees happy and engaged at work. Now, there is a shift to what is being believed is the next and most important area of organizational design, employee experience. 

What was the need of this employee demonization? 

It is worth noting that but there is a concept reemerging that just might get things realigned. “Employee value proposition” has been kicking around since the late 1990s. It was featured prominently as a solution to what was then being called the “war for talent.” This is why the company needs a strong employee value proposition – a compelling answer to the question, ‘Why would a highly talented person choose to work here,’” wrote Ed Michaels, Helen Handfield-Jones and Beth Axelrod in their 2001 book The War for Talent. Employee demonization is a handful process in identifying the weaknesses in employees and providing them adequate growth opportunity.

What are the uses of this employee demonization?

Perhaps because a tight labor market is making it hard to find and keep great workers, employee value proposition appears to be gaining traction again. EVP could be dismissed as just the latest three-letter acronym in the rotation were it not for several key aspects that help a company sharpen its strategy for improving its working relationship with its people. “Every company has a customer value proposition; it is a clear, compelling reason why customers should do business with them. Few companies are nearly as thoughtful about why talented managers should join and stay with them. However, the new battlefield is as much for talented people as it is for key customers. 

What is the Criticism of employee demonization? 

What is more important is that the company discharges its responsibilities in such a way that when an employee thinks about her work, she thinks about her breakthroughs, her great colleagues, her fantastic manager, her genuine leaders, and all the other reasons that make someone talented chose to join and stay at a company. Given how much of a person’s waking hours are spent on the job and how much of most people’s egos are wrapped up in their professions, that is no small proposition. Think of the representation of the ideal candidate that one is trying to attract, hire and retain. List down all the characteristics, skills, and traits that are perfect hire to possess. To define an ideal candidate, it is not enough to imagine a person that would be a perfect fit for the job. This is also not enough what remarkable attributes one is looking for. It is also crucial to imagine a person who would fit best into the company culture.

What is the related topic and concept of employee demonization? 

It is to ensure to include passive job seekers in the research list of an employee value proposition. These people qualify as ideal candidates but do not actively look for a new job. However, they would be willing to accept a better offer. An employee demonization is an employee-centered approach that is aligned to existing, integrated workforce planning strategies because it has been informed by existing employees and the external target audience. An employee demonization must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention. Since attracting the best talent is harder than ever, consistent and efficient communication of Employee Value Proposition (EVP) has become extremely important.