Category: Employee Communications


Can Amazon’s HQ2 become … HQ1?

Did the Seattle Politburo go too far?

Talk about biting the hand that feeds you … Do they really want to Bern down Seattle’s competitive advantage?

Amazon employs 40,000 in Seattle (headquarters, roasteries and stores).

Let’s see an ANNUAL $275 Seattle employee head tax x 40,000 local workers = $11 million per year … just from Amazonites. Add in Starbucks, Nordstrom, Vulcan etc. and the per-employee tax reaches $48 million

The money  joins the $68 million already ostensibly allocated to fight intractable homelessness in Seattle.

But what inevitably happens when that amount of money is not enough?

As Mrs. Thatcher said: “The Trouble with Socialism is Sooner or Later You Run Out of Other People’s Money.”

Amazon already announced a short list of 19 American cities and one Canadian venue for its planned $5 billion, 50,000 new-employee HQ2 or Headquarters 2.

Are any of these venues threatening to impose a punitive tax on Amazon, just for the privilege of maintaining and hiring the best and the brightest?

What is the incentive to invest in Seattle, if entrepreneurial spirit driving, product producing, employee hiring multi-national, publicly traded companies are hit by its home town city council with the collective backs of their hands?

Let’s see, the State of Washington has no income tax. Seattle has a well-trained workforce.

The Great State of Texas has no income tax. The capital city of Texas has a well-trained workforce too. Austin is also the home of Whole Foods. Jeff Bezos and Amazon bought Austin-based Whole Foods for $13.4 billion last year.

Austin, Texas is on the short-list for Amazon HQ2.

Why can’t Amazon put Seattle in its rear-view mirror? The number one digital retailer/cloud evangelist could simply announce HQ2 (e.g., Austin) and the relocation of HQ1 (Seattle) in the same news release.

As mumsy always said: “If you are in a bad situation, get out of it.”

98 Percent Effective Tax Rate

Seven years ago, Almost DailyBrett wrote about how the UK was Taxing the Fab Four/Exiling the Stones.

Approximately 750,000 Brits qualified for an effective tax rate of 98 percent (no typo) including four from Liverpool and five more from London.

The Beatles responded by writing Tax Man as the first cut, first side of Revolver. The Stones left the UK for the South of France, and produced Exile on Main Street.

At a 98 percent effective tax rate, when does taxation stop and confiscation begin?

Surely, the Stones will never be mistaken for anti-tax warriors. Nonetheless, they demonstrated circa 1971/1972 that achievers can and will move in the face of excessive, unreasonable taxation.

Repealing The Tax … For Now

In the face of a potential referendum, which had already gathered 45,000 signatures, the Seattle City Council reversed course this week, repealing the punitive employee head tax on a 7-2 vote.

How often are tax increases, even so-called “temporary” taxes, rescinded?

The tolls for the Bay Area bridges were originally ticketed to be repealed once the construction bonds were retired. Try driving toward San Francisco on any bridge without first paying $5 or more?

Regardless of the employee head tax repeal, what message has the Seattle City Council sent to the entrepreneurial dreamers, innovators, and job producers who are located (or plan to locate) within the boundaries of the city?

The mere fact that the city council was willing and able to impose an annualized employee head tax $275 on each-and every corporate hire speaks volumes about how publicly traded corporations are viewed by Seattle local government.

Instead of welcoming and embracing entrepreneurs, they are essentially driving them away, their employees and their tax dollars.

Maybe Amazon will take a hint and announce the $5 billion, 50,000 new job HQ2 venue as not only the winning city, but also the new HQ1.

Will the last Amazon employee leaving Seattle, please turn out the lights.

http://komonews.com/news/local/seattle-council-repeals-homeless-head-tax-on-big-businesses

https://almostdailybrett.wordpress.com/2011/10/04/taxing-the-fab-four-exiling-the-stones/

https://www.seattletimes.com/seattle-news/seattle-city-council-to-vote-at-noon-on-repeal-of-big-business-head-tax/

https://www.cbsnews.com/news/seattle-head-tax-amazon-starbucks-repeal-today-2018-06-12/

https://www.king5.com/video/news/local/councilmember-talks-on-repealing-seattles-head-tax/281-8158550

https://www.nytimes.com/2018/06/12/technology/seattle-tax-amazon.html

https://www.nytimes.com/2017/06/16/business/dealbook/amazon-whole-foods.html

https://www.batolls.info/

http://komonews.com/news/local/amazon-starbucks-pledge-money-to-repeal-seattle-head-tax

 

 

 

 

The four basic tenets of crisis communication:

Tell The Truth,

Tell It All,

Tell It Fast,

Move On.

Can Almost DailyBrett add? Don’t take 937 words or more to tell your side of the story, five days late.

In this age of texting and social media, even 500 words are too much … way too much.

In the wake of Cambridge Analytica’s improper use of data from at least 50 million Facebook subscribers for political purposes, the social media company was conspicuously slow in replying.

The company’s common shares have already lost 13 percent in terms of market capitalization, two class-action lawsuits have been filed, and most likely, the Federal Trade Commission (FTC) has opened an investigation, and most likely Facebook’s CEO will be subpoenaed by both houses of Congress.

Founder and CEO Mark Zuckerberg finally stepped to the plate last Wednesday with his mammoth Facebook post/statement. Reportedly, Zuckerberg has already lost $10 billion in net worth.

Responding to Zuckerberg’s lengthy epistle about Facebook’s Cambridge Analytica affair, Kelly Evans of CNBC declared the company’s statement was TLDR or Too Long, Didn’t Read.

There was no question that Facebook needed to issue a statement from founder/CEO Mark Zuckerberg. Mission accomplished … finally.

Actually reading and re-rereading Zuckerberg’s prose, one is convinced this is a classic case of CEO statement by committee. The world’s worst news releases are those composed by six, seven, eight, nine … or more (including lawyers), each with at least one point that needs to be incorporated.

Forget about zero based budgeting (e.g., one deletion for each addition), the Zuckerberg post comes across as both agonizing and defensive.

Beware Of Too Many Cooks In The Kitchen

What does Almost DailyBrett recommend when it comes to composing a statement in a crisis situation?

First, keep the numbers of cooks in the kitchen to a minimum, no more than six people … including the principal, Zuckerberg, and the general counsel, Colin Stretch.

Second, ask who else needs to be there? COO Sheryl Sandberg? Okay who else? The determination for participation should be based exclusively on need to be there, not nice to be there.

Third, the lead public relations pro should serve as the editor for the post, coming into the meeting with a “strawman” draft, thus providing a starting point for the exercise.

Fourth, the goal of the statement should be completeness but not exhaustive completeness. The question: ‘Have we told our side of the story?’ Don’t expect to answer every question by means of a post. Make your points, and make them clearly.

Fifth, quarterback your disclosure process. Ensure your employees (e.g., Facebook, 25,105), customers (e.g., advertisers), shareholders, investors … everyone receives the message simultaneously.

Sixth, Zuckerberg’s post is “material” under SEC’s Reg FD (Fair Disclosure provision). The issuance of the post/statement requires the immediate filing of an 8-K disclosure, preferably upon the close of the U.S. markets at 4:01 pm EDT/1:01 pm PDT.

Seventh, Facebook’s communications team and hired-gun public relations agencies need to be disciplined, keeping their related chatter with business-political-trade reporters/editors to a minimum. Be deliberately boring. Don’t walk on the statement from the boss.

Looking back on the four tenets of crisis communications in the Facebook/Cambridge Analytica case:

Did Facebook finally tell the truth? Only time will tell, but it appears the company is trying to do just that.

Did Facebook tell it all? From the size of the statement, the company told it all … and then some.

Did Facebook, tell it fast? Five days for a CEO response is untenable. For a social media leader, 937 words is inexcusable (more than three Twitter posts).

Is Facebook moving on with its Sunday newspaper ads?

Facebook is trying, but this story has legs (e.g., lawsuits, congressional testimony, stock under pressure). It appears that Facebook will have to do a better job monitoring the content on its site (most likely with future government regulation), even if it comes from 2 billion subscribers.

Wonder if Mark Zuckerberg wants to go back to his Harvard dorm room?

 

Hard Questions: Update on Cambridge Analytica (937 words)

Today, Mark Zuckerberg announced measures Facebook is taking to better protect people’s data, given reports that Cambridge Analytica may still be in possession of Facebook user data that was improperly obtained. We shared more information on the steps we’re taking to prevent abuse of our platform in a post on our Newsroom.

Mark Zuckerberg

on Wednesday

I want to share an update on the Cambridge Analytica situation — including the steps we’ve already taken and our next steps to address this important issue.

We have a responsibility to protect your data, and if we can’t then we don’t deserve to serve you. I’ve been working to understand exactly what happened and how to make sure this doesn’t happen again. The good news is that the most important actions to prevent this from happening again today we have already taken years ago. But we also made mistakes, there’s more to do, and we need to step up and do it.

Here’s a timeline of the events:

In 2007, we launched the Facebook Platform with the vision that more apps should be social. Your calendar should be able to show your friends’ birthdays, your maps should show where your friends live, and your address book should show their pictures. To do this, we enabled people to log into apps and share who their friends were and some information about them.

In 2013, a Cambridge University researcher named Aleksandr Kogan created a personality quiz app. It was installed by around 300,000 people who shared their data as well as some of their friends’ data. Given the way our platform worked at the time this meant Kogan was able to access tens of millions of their friends’ data.

In 2014, to prevent abusive apps, we announced that we were changing the entire platform to dramatically limit the data apps could access. Most importantly, apps like Kogan’s could no longer ask for data about a person’s friends unless their friends had also authorized the app. We also required developers to get approval from us before they could request any sensitive data from people. These actions would prevent any app like Kogan’s from being able to access so much data today.

In 2015, we learned from journalists at The Guardian that Kogan had shared data from his app with Cambridge Analytica. It is against our policies for developers to share data without people’s consent, so we immediately banned Kogan’s app from our platform, and demanded that Kogan and Cambridge Analytica formally certify that they had deleted all improperly acquired data. They provided these certifications.

Last week, we learned from The Guardian, The New York Times and Channel 4 that Cambridge Analytica may not have deleted the data as they had certified. We immediately banned them from using any of our services. Cambridge Analytica claims they have already deleted the data and has agreed to a forensic audit by a firm we hired to confirm this. We’re also working with regulators as they investigate what happened.

This was a breach of trust between Kogan, Cambridge Analytica and Facebook. But it was also a breach of trust between Facebook and the people who share their data with us and expect us to protect it. We need to fix that.

In this case, we already took the most important steps a few years ago in 2014 to prevent bad actors from accessing people’s information in this way. But there’s more we need to do and I’ll outline those steps here:

First, we will investigate all apps that had access to large amounts of information before we changed our platform to dramatically reduce data access in 2014, and we will conduct a full audit of any app with suspicious activity. We will ban any developer from our platform that does not agree to a thorough audit. And if we find developers that misused personally identifiable information, we will ban them and tell everyone affected by those apps. That includes people whose data Kogan misused here as well.

Second, we will restrict developers’ data access even further to prevent other kinds of abuse. For example, we will remove developers’ access to your data if you haven’t used their app in 3 months. We will reduce the data you give an app when you sign in — to only your name, profile photo, and email address. We’ll require developers to not only get approval but also sign a contract in order to ask anyone for access to their posts or other private data. And we’ll have more changes to share in the next few days.

Third, we want to make sure you understand which apps you’ve allowed to access your data. In the next month, we will show everyone a tool at the top of your News Feed with the apps you’ve used and an easy way to revoke those apps’ permissions to your data. We already have a tool to do this in your privacy settings, and now we will put this tool at the top of your News Feed to make sure everyone sees it.

Beyond the steps we had already taken in 2014, I believe these are the next steps we must take to continue to secure our platform.

I started Facebook, and at the end of the day I’m responsible for what happens on our platform. I’m serious about doing what it takes to protect our community. While this specific issue involving Cambridge Analytica should no longer happen with new apps today, that doesn’t change what happened in the past. We will learn from this experience to secure our platform further and make our community safer for everyone going forward.

I want to thank all of you who continue to believe in our mission and work to build this community together. I know it takes longer to fix all these issues than we’d like, but I promise you we’ll work through this and build a better service over the long term.

https://www.cnbc.com/2018/03/21/zuckerberg-statement-on-cambridge-analytica.html

https://www.cnbc.com/quotes/?symbol=FB&tab=profile

https://finance.yahoo.com/quote/FB/profile?p=FB

https://almostdailybrett.wordpress.com/2012/01/16/in-search-of-another-suite-h33-kirkland-house/

 

 

 

H

I’m in favor of progress; it’s change I don’t like.” – Mark Twain

“ … Personnel. That’s for assholes.” – Clint Eastwood as “Dirty Harry”.

Your company was just acquired.

Your firm “merged” with another company.

Your new boss is an outsider, who knows next to nothing about you.

Consider each-and-every one of these changes to be a flashing-red-light warning or a shot across-the-bow of your career. .

There are always winners and losers when it comes to mergers and acquisitions. Ditto for new bosses, particularly those from outside the organization.

In all of these cases, It’s not only time, but most likely it is past time, to update your resume and enhance your LinkedIn profile.

Why?

Think of it this way: Whenever a new male lion enters the picture, the first thing he does is … eat the cubs of the previous King of Beasts. Translating to the work place, this parable means the “old” employees from the acquired, merged or new management companies are immediately vulnerable.

Can’t tell you how many times Almost DailyBrett heard laments from employees, who have been with an organization for 10 years, 15 years, 20 years, (gasp) 25 years. They expect their loyalty and experience to be recognized and rewarded.

Alas more times than naught, their self-perceived loyalty is regarded as stagnation or “dead wood” by new management. Worst of all, these folks are shocked when they are sooner-than-later laid off or simply terminated/let go.

“I wish I could trust you … “

During the course of my three-decade-plus career, the author of Almost DailyBrett quickly came to appreciate that virtually all of these changes serve as a warning, despite the tender contrary for the timing being words uttered by highly trained and incredibly skilled Human Resource professionals.

Keep in mind HR works for the organization not for the worker, especially the long-time employee. When it comes time to terminate/lay-off/let go of employees, the clinical execution will be swiftly carried out by HR.

Maybe Clint Eastwood was right about “Personnel” (What HR was referred to back in the 1970s). Let’s face it HR is not highly respected in any organization, a necessary evil … and in many cases, an evil indeed.

Once your author went eyeball-to-eyeball with a vice president of HR and said, “I wish I could trust you.” There is another less tender way of expressing the same sentiment. The message is still the same.

HR is not your friend. HR never was your friend. HR never will be your friend.

Self-Defense Strategies

Trust in Allah, but tie your camel.” – Arab Proverb

What strategies should you adopt to preclude being one of the cubs voraciously consumed by a new boss lion, mainly because you have been at the old firm for way too long?

  • Most new managers, particularly emanating from the outside, have their own views of how tasks must be done and they have their own ideas about who should be their lieutenants. Don’t even expect to be given the chance to compete for your own job, let alone a higher job in the hierarchy.
  • Don’t confuse loyalty and stagnation. What is one employee’s loyalty is a new manager’s stagnation. If you can count your years with an organization with two hands or more, it’s time or past time to move along on your own terms.
  • Never remind new superior(s) about how long you have been at an organization and the value of your experience. Instead demonstrate what you can do to assist their new future direction. The tried-and-true: “We tried that once and it didn’t work” will result in you being consumed by the new lion.
  • The world has changed. The notion of starting in the mail room, working for decades to become CEO and retiring with a gold watch is dead and buried. You will not be rewarded for your “tenure.”
  • Suing for age discrimination is a sure-fire loser. Who will want to hire you, if you “win” your suit? Most likely, you will be laid-off, requiring you to sign away the company’s liability in exchange for a golden kiss-off check.
  • In Silicon Valley, three years at a given organization signals in many cases a lack of ambition and stagnation. You should always be looking to the horizon. When the recruiter calls stop, consider that as a negative barometer.
  • Keeping “your powder dry” or “tie your camel” in the modern era translates into ensuring your resume, digital portfolio and LinkedIn profile are always up-to-date. It means scanning the horizon for other employment opportunities and applying for them from time-to-time if the fit is right.
  • Be ready to pull-up-stakes, if necessary. The green grass maybe even greener in another venue. Renting maybe a better option than a mortgage. If your mortgage goes underwater that can turn a job loss into an absolute nightmare.
  • In the week between your holiday of choice and New Year’s Day, you should always conduct a personal audit of your career. Recognize the subtle warning signs including not being included to important meetings and not being sought out for input from management. If it is time to move on, then do so on your own terms.

http://www.quotes.net/quote/58937

http://idioms.thefreedictionary.com/keep+powder+dry

http://www.joyfuldays.com/trust-in-god-but-tie-up-your-camel/

https://almostdailybrett.wordpress.com/2014/01/02/farewell-lsi-logic/

“I love Yahoo, and I believe in all of you. It’s important to me to see Yahoo into its next chapter.” Yahoo! CEO Marissa Mayer in her July 25 employee letter announcing Verizon’s $4.8 billion cash acquisition of Yahoo!

What next chapter?mayerbook

Want to take an Internet pioneer, first-mover $125 billion company and transform it into an also-ran, acquisition target for four pennies on the dollar?

And to top it off, reward Yahoo! chief executive officer Marissa Mayer with more than $50 million in severance pay?

Wonder why so many are so upset with Wall Street?

What is it with high-accolade, lofty-expectations, lavaliere-strutting narcissistic chief executives, who are ostensibly hired to reverse the fortunes of struggling companies?

Much later, we all discover their real personal agenda was to simply put the corporation on the auction block, and to get paid handsomely for the privilege.

Where can I sign up for this lucrative gig?

The author of Almost DailyBrett will gladly say all the right things for a few years, bloviate at a few “developer” conferences, CES, SXSW and TED Talks and then when no one is looking, sell the company to the highest of low bidders and get rewarded for creating … nothing, absolutely nothing.

Hold That Horizontal Pose!

Alas, one thing your author will never be asked to do is pose for Vogue. Sorry, I don’t own a Michael Kors dress … and never will.mayer

Almost DailyBrett three years ago questioned why relatively new Yahoo! CEO Mayer would accept Vogue’s invitation for a horizontal spread in a fashion magazine? Was she trying to impress buy-side and sell-side institutional investors?

Women have long and justifiably complained about being objectified. What was telegenic Mayer doing with her Vogue reclining pose?

What did her PR team think about her proving once again that sex sells? Did her photo draw even more eyeballs to rival Google’s market-leading search engine?

Before you start thinking that Almost DailyBrett is solely focusing on the lucrative PR disaster record of one Marissa Mayer, please consider that many are still smarting over how Abhi Talwalkar drove LSI Logic into the ditch and received at least a $5.74 million severance payment for burying the company.abhi1

Your author served as the director of Corporate Public Relations for LSI Logic. Even though I left after 10 years to join Edelman Public Relations in December 2005, one could already see what Abhi had in mind … shed as many assets as quickly as possible to make the company more attractive to buyers.

As Almost DailyBrett previously reported, LSI Logic was the innovator of the application specific integrated circuit (ASIC) specialty semiconductor market for nearly 25 years under the leadership of founder Wilfred J. Corrigan.

It took Abhi less than nine years to end its existence, eventually accepting Avago Technologies (H-P’s former semiconductor business) for $6.6 billion offer in late 2013. LSI Logic is no more, but Abhi’s contract provided for the following:

  1. In the case of our Chief Executive Officer, a lump sum payment equal to 2.75 times his or her base salary and average bonus received over the preceding three years. In the case of a participant other than our Chief Executive Officer, a lump sum payment equal to two times the individual’s base salary and average bonus received over the preceding three years. 2. Full acceleration of all unvested equity awards. 3. Reimbursement of COBRA premiums for health insurance for 18 months. 4. In the event that a participant’s “parachute payments” are subject to the excise tax imposed by Section 4999 of the Internal Revenue Code, then LSI will make a supplemental payment to the participant in an amount that equals the excise tax on the parachute payments, plus any additional excise tax and federal, state and local and employment income taxes, on the supplemental payment. However, the total supplemental payment shall not exceed the sum of the participant’s (i) base salary immediately prior to the change in control, and (ii) target bonus for the year in which the change in control occurs.

Glad to see the “supplemental payment” would not exceed Abhi’s $2.09 million annual salary. Enough is enough … Right?

It’s even better that Vogue didn’t ask Abhi to pose horizontally in a Michael Kors dress.

His severance was obscene enough.

http://fortune.com/2016/04/19/verizon-yahoo/

http://www.forbes.com/sites/briansolomon/2016/07/25/yahoo-sells-to-verizon-for-5-billion-marissa-mayer/#7b9c799b71b4

http://www.forbes.com/sites/briansolomon/2016/07/25/here-is-marissa-mayers-final-letter-to-yahoo-employees/#54a12ae875ba

https://almostdailybrett.wordpress.com/2013/08/18/mayer-vogue-nasdaq-yhoo/

https://almostdailybrett.wordpress.com/2014/01/02/farewell-lsi-logic/

http://dealbook.nytimes.com/2013/12/16/avago-to-buy-lsi-for-6-6-billion/?_r=0

 

 

“Apple is not above the laws of the United States, nor should anyone or any company be above the laws. To have a court warrant granted, and Apple say they are still not going to cooperate is really wrong.” – California Senator Dianne Feinstein

It (Apple iPhone) is a deeply personal device. It is an extension of ourselves.” — Apple CEO Tim Cook

Apple desperately needs an attitude adjustment.

It’s past time to cooperate, Tim Cook.

How about right NOW?timcook

And yet the Fortune 500 CEO walked off stage yesterday to the lyrics of Tom Petty’s “I Won’t Back Down.”

The terrorists who struck Brussels this morning, killing at least 30 and injuring 100 more, won’t back down either.

As an Apple shareholder (the stock is up this morning) and most importantly a strong proponent for safety, the author of Almost DailyBrett is joining the bi-partisan chorus calling for the company to fully comply with federal magistrate court order and unlock the secrets contained in a terrorist’s stolen cell phone.

What is particularly galling is the arrogant notion that a device is an extension of ourselves, and defines who we are.

Really?

Your author lived for almost six decades and managed to get by just fine without an Apple iPhone.

Public Relations Disaster

Did we have to get to this point?

Why did the relationship between Apple with the strongest brand in the world and the legendary Federal Bureau of Investigation (FBI) have to degenerate into a public battle of wills with privacy being claimed on one side and safety being championed on the other?

The issue comes down to a County of San Bernardino owned iPhone 5 being used by a terrorist couple to kill 14 people and injure 22 more last December. What are the secrets contained in the encrypted smart phone used by Syed Rizwan Farook?terrorists

How can the FBI and by extension the people of this nation unlock this cell phone without permanently erasing the data contained in this device (10 unsuccessful tries triggers the elimination of all content)?

Why couldn’t über-secret Apple quietly and confidentially, particularly in the face of a legitimate court warrant,  write the code allowing the FBI to unlock this particular phone?

Couldn’t Apple have complied on a sub-rosa basis and keep those who think Edward Snowden is a swell guy happy at the same time? Why the public spectacle on CBS’ 60 Minutes and elsewhere that grows more intense and intransigent on a daily basis?

Just this week, the Department of Justice announced it may have a fix that allows the FBI to hack into the phone without inadvertently erasing the data. Is the FBI bluffing, trying to force Apple’s hand?

And will the spectre being played out on TV and mobile device screens from Brussels this morning, prompt a little soul-searching at Apple?

According to former Fortune technology columnist (and Apple apologist), David Kirkpatrick, the ISIS-coordinated attacks on the EU’s capital airport and central rail station, will have zero impact on the board room stance at Apple.

Alas, he is probably correct. A quick glance at the company’s news releases this morning offers plenty of details about the Apple iPhone SE and a new and improved iPad.

If you are expecting reflection, contemplation and refreshing change from Apple’s defiant attitude as a result of today’s deadly terrorist attacks, you are sadly mistaken.

The needless Apple public relations disaster continues.

http://www.sfgate.com/politics/article/Feinstein-says-Apple-is-wrong-to-refuse-to-6843414.php

http://www.cnn.com/videos/tv/2016/02/17/senator-dianne-feinstein-intelligence-cmte-lead-intv.cnn

http://finance.yahoo.com/news/brussels-attacks-weigh-on-wall-street–apple–fbi-court-face-off-canceled–amazon-s-cable-play-120427384.html#

http://www.bloomberg.com/news/videos/2016-03-22/how-will-terror-attacks-impact-apple-vs-fbi

https://www.youtube.com/watch?v=nUTXb-ga1fo

http://www.cbsnews.com/news/fbi-may-have-found-way-to-unlock-san-bernardino-shooters-iphone/

http://www.latimes.com/local/lanow/la-me-ln-san-bernardino-shooting-live-updates-htmlstory.html

http://www.apple.com/pr/

 

 

 

 

 

 

 

Why, oh why do these things happen to me?” — Rabbit

Their cups are always half-empty.

halfempty

They don’t understand, Goldilocks. Never will anything be quite right.

When they were kids, their favorite Winnie the Pooh characters were either Eeyore or Rabbit, when once again he was lamenting his state of life.

They are known as “Gloomy Gus” or “Negative Nancy” in the workplace.

And please, o’ please … never put them in charge of managing people.

The reason? Whatever is accomplished is never good enough, and whatever subordinate shortcomings are exhibited become highlighted and immediately pounced upon.

These people are downers, the Human Barbiturates.

Human Barbiturates vs. Clinical Depression

The right-brain author of Almost DailyBrett thankfully will never be confused with a highly degreed-psychologist.

Based upon limited reading, it seems that clinical depression is characterized by episodes and inflicts a certain percentage of the population for a particular period of time. It can be and is treated. Hopefully, these people can return to healthy and happy lives.

Human Barbiturates are always in a down mood, regardless of the circumstances. If an organization is run like a business, they are unhappy. If the very same organization is governed by a labor friendly collective bargaining agreement, they are equally bummed out.

In fact, they are always bummed out. Nothing is right. Nothing will ever be right. If you don’t believe me, just ask them.

barbituates

Why is the presence of Human Barbiturates a matter of concern? Why should any blog focused on communications choreography even care about these homo-sapien downers?

The reason is these individuals can become a cancer within an organization, dragging anybody and everybody who comes into contact with them into the abyss.

No PR pro in her or his right mind would put these poor sods in a front-man role, serving as the point of entry for critical stakeholders. Naturally, they should be buried in any organization. That is not to say that they can’t still cause damage.

Let’s pretend you are running employee communications for a privately held or publicly traded corporation. Your job is to use conventional and digital tools to promote morale. Your job is just that much tougher if Gloomy Gus or Negative Nancy is undermining your story, and with it management, at the water cooler.

Don’t try to satisfy the Human Barbiturates because you can’t. These people really need a new start, but keep in mind they will spread their human Valium to another organization. At least they will be someone else’s problem.

Gloomy Gus or Negative Nancy As Your Boss?

“Never wait or hesitate Get in kid, before it’s too late You may never get another chance ‘Cos youth a mask but it don’t last live it long and live it fast” – Rod Stewart, The Killing of Georgie, Part I and II

You know instinctively that life is short. You want to live out your days and nights with as much gusto as you can.

Except you have a Human Barbiturate as a boss, or to be more precise, a bosshole.

bosshole

The Edelman Trust Barometer has consistently reported that “informed publics” around the globe are more willing to do business with companies that treat their employees with dignity and respect. It stands to reason that enlightened management would never turn over supervisorial decisions to Human Barbiturates.

Can employees ever satisfy those who will never be satisfied? You know the answer.

If Human Barbiturates always bitch, moan, whine and complain in the break room, texting and emailing, their behavior is compounded and magnified if they are selected for managerial positions.

Let’s just make the call here and now: Human Barbiturates should never be assigned to the management of people.

They should never be the face of any organization.

If hired, their talent must clearly outweigh their potential negative influence on an organization’s morale.

Otherwise, they are nothing more and nothing less than downers that become the subject of behind-the-back conversation, and maybe even ridicule.

When it comes to Human Barbiturates, it’s best for an organization to “Just Say, ‘No.'”

http://en.wikipedia.org/wiki/Barbiturate

http://www.youtube.com/watch?v=fTYcu4CJbA8

http://en.wikipedia.org/wiki/The_Story_of_the_Three_Bears

http://www.azlyrics.com/lyrics/rodstewart/thekillingofgeorgiepartiandii.html

http://www.webmd.com/depression/guide/major-depression

http://www.edelman.com/insights/intellectual-property/2014-edelman-trust-barometer/

 

 

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