Ladies and gentlemen, it’s time to talk about something that has been plaguing employees for far too long: the dreaded corporate sermonization.
As the corporate world continues to evolve, a growing number of CEOs and founders have become more vocal about their beliefs and values aka corporate sermonettes.
Now, I know what you’re thinking: “Oh great, another lecture from my general manager about ‘finding our purpose’ and ‘making a difference.’ Just what I needed today.” And you’re not alone. In fact, a recent study found that 9 out of 10 employees would rather clean a public restroom than sit through another one of these speeches.
But why do general managers insist on sermonizing? Is it because they truly believe in their company’s values and mission? Or is it because they’re trying to distract us from the fact that we haven’t had a raise in three years?
Let’s be honest, folks. When your general manager starts preaching about “innovation” and “disruption,” it’s usually just corporate jargon for “we’re going to cut your benefits again.” And when they tell you to “think outside the box,” what they really mean is “we’re too cheap to hire anyone creative.”
So, what can we do to stop this corporate sermonization madness? Well, for starters, we could all start chanting “Show me the money!” every time our general managers start spewing their nonsense. Or, we could just start bringing airhorns to meetings and blasting them every time they start talking about “synergy.”
In all seriousness though, let’s just stick to the facts. Managers, if you want to motivate your employees, give them a raise or praise. If you want to build a strong team, treat them with respect and kindness. And if you want to inspire them, maybe just try leading by example instead of lecturing them about values and mission statements.
In conclusion, let’s put an end to this corporate sermonization once and for all. Because if I wanted to be preached to, I’d go to church.
And Now…
Some +pros & -cons on corporate sermons:
- + Sermons promotes transparency: By sharing their beliefs and values, managers can promote transparency and openness within the company. This can create a more trusting and collaborative work environment where employees feel comfortable sharing their own thoughts and opinions. A study by TINYpulse found that employees who feel that their voices are heard are 4.6 times more likely to feel empowered to perform their best work. By sharing their beliefs and values, general managers can promote transparency and encourage open communication with their employees.
- + Encourages engagement: Sermonizing can encourage engagement and participation from employees who are passionate about the same causes as their managers. This can lead to a stronger sense of shared purpose and a more motivated workforce. A study by Gallup found that engaged employees are 21% more productive than their disengaged counterparts. By sermonizing their beliefs, managers can tap into the passions of their employees and create a more engaged and motivated workforce.
- + Builds a strong company culture: By communicating their beliefs and values, managers can help to build a strong company culture that aligns with their vision for the organization. This can help to attract and retain employees who share those values, and create a sense of shared identity and purpose. A study by Deloitte found that companies with strong cultures are 3.7 times more likely to be successful in retaining employees.
- -Alienates employees: When managers use their platform to promote their personal beliefs, they risk alienating employees who do not share those beliefs. This can create tension and conflict within the workplace, and can ultimately lead to a less productive and engaged workforce. A study by Harvard Business Review found that employees who feel excluded from their workplace are 3.5 times more likely to quit their jobs within the next year. When managers use their platform to promote their personal beliefs, they risk alienating employees who do not share those beliefs.
- -Can be seen as preachy: When general managers sermonize their beliefs, it can come across as preachy or condescending. This can create resentment among employees who feel like they are being lectured or judged by their superiors. A study by McKinsey found that effective communication can improve employee engagement by up to 20%. However, when communication is perceived as preachy or condescending, it can have the opposite effect and create resentment among employees.
- -Creates a culture of conformity: When general managers promote their beliefs and values too strongly, it can create a culture of conformity where employees feel pressured to adopt the same views. This can stifle creativity and innovation, and can ultimately lead to a less diverse and dynamic workplace. A study by Boston Consulting Group found that companies with diverse management teams have higher innovation revenue than those with less diverse teams. When managers promote their beliefs and values too strongly, they risk creating a culture of conformity where employees feel pressured to adopt the same views, stifling creativity and innovation.
In conclusion, while there are some potential benefits to general managers sermonizing their communication within the company, there are also several drawbacks that should be considered. By finding a balance between promoting their values and beliefs and fostering a culture of openness and inclusivity, general managers can create a more productive and positive work environment. Also some research supports the potential benefits of managers sermonizing their communication within the company, there is also research to suggest that there are significant risks associated with this approach.
Some Recommended Readings
Some insights into the ways in which language and communication can shape corporate culture and the ways in which leaders can create a more inclusive and authentic work environment.
- “Leaders Eat Last: Why Some Teams Pull Together and Others Don’t” by Simon Sinek: This book examines the importance of corporate culture and the role that leaders play in shaping it. Sinek argues that leaders who prioritize the well-being of their employees and create a sense of belonging are more successful in the long run.
- “The Culture Code: The Secrets of Highly Successful Groups” by Daniel Coyle: This book explores the importance of culture in organizations and the ways in which leaders can create a sense of belonging and cohesion within their teams. Coyle argues that successful teams are built on a foundation of trust, communication, and shared values.
- “The Power of Communication: Skills to Build Trust, Inspire Loyalty, and Lead Effectively” by Helio Fred Garcia: This book focuses on the importance of effective communication in leadership. Garcia argues that leaders who communicate in an authentic and transparent manner can build trust and inspire loyalty among their employees.
- “The Art of Possibility: Transforming Professional and Personal Life” by Rosamund Stone Zander and Benjamin Zander: This book examines the ways in which individuals and organizations can adopt a more positive and open-minded approach to communication and problem-solving. The authors argue that by adopting a mindset of possibility and focusing on collaboration and creativity, organizations can achieve greater success and fulfillment.
