Business Education

Why NFL Teams Can’t Run the Pinkerton Play and Neither Can Your Small Business

Super Bowl LIX will pit the Kansas City Chiefs against the Philadelphia Eagles. During the game, both teams will vie to out strategize their opponent. Undoubtedly, there will be internecine struggles–and those internal conflicts will test their ability to operate and execute as a cohesive team.

Professional sports teams routinely face internal conflicts that test their cohesion and performance. Throughout the NFL season, many organizations struggle with discord between players, coaches, and management, impacting their success on the field.

Modern sports franchises handle personnel changes through established procedures, but this wasn’t always true in American business. Historically, labor disputes often turned violent, with companies hiring agencies like the Pinkerton Company to end worker protests or replace entire workforces forcefully.

While today’s labor relations are more sophisticated and regulated, tension between management decisions and worker interests persists across industries, including the NFL, one of America’s largest business enterprises.

This begs the question, “How do modern businesses deal with extreme employee pushback against controversial decisions?” Well, they certainly can’t return to the days of old and run the Pinkerton Play. So, just how do companies deal with decisions employees truly dislike or even hate?

Handling Employee Blowback: Navigating Unpopular Decisions & Preventing Mass Exits

Unpopular decisions in business can create significant tension, leading to employee blowback. When morale dips, productivity can plummet, and turnover costs can skyrocket. Navigating these tough waters is crucial for maintaining a healthy workplace.

The Impact of Employee Morale on Business Success

Employees are the backbone of any organization. When morale is high, productivity increases, and so does overall satisfaction. Conversely, low morale can result in a toxic work environment, which not only affects the bottom line but also the company’s reputation.

Statistics on Employee Turnover and Its Associated Costs

The average cost of replacing an employee can range from six months to two years of the employee’s salary.
According to the Work Institute, 77% of employee turnover is preventable.
Companies with engaged employees see 21% higher profitability.

Unpopular decisions are often necessary for long-term success. Whether it’s restructuring, layoffs, or changes to benefits, business owners must sometimes make choices that won’t sit well with everyone.

Understanding the Root Causes of Employee Resistance

Knowing why employees resist can help address their concerns. Common issues include fear of job loss, dissatisfaction with changes in roles, or dissatisfaction with new policies. Often, misunderstandings arise due to poor communication. If employees don’t understand the reasoning behind a decision, resentment can grow. Moreover, fear thrives on uncertainty. When employees feel insecure about their jobs, it can lead to blowback. Addressing these fears directly is key to overcoming resistance.

Strategies for Effective Communication During Difficult Times

Embrace transparency and open dialogue. Being open about the reasons behind decisions can promote understanding. Clearly share your vision and the expected outcomes.
Actively listen and address concerns empathetically. Make it a point to listen to employee concerns. Showing emotional intelligence breeds trust and can ease tensions.
Utilize various communication channels effectively. Use emails, team meetings, and one-on-ones to convey your message. Different channels reach different audiences, so consider the best ways to engage your team.

Mitigating the Risk of Employee Departures

Offer support and resources to employees. Help employees feel secure by providing necessary resources. Whether that’s career counseling or mental health support, demonstrating care makes a difference.
Implement fair and transparent compensation and benefits structures. Fair pay and transparent benefits can help retain employees. When workers feel valued, they’re less likely to leave.
Create a positive and supportive work environment. Foster a workplace where employees feel seen and appreciated. Recognition goes a long way in maintaining morale.

Addressing Threats of Resignation Directly and Professionally

Set aside time to openly discuss their concerns. Understanding their feelings can help find mutually beneficial solutions.
Use negotiation techniques to address concerns and find solutions. Focus on win-win situations. If employees feel like their needs are met, they are more likely to remain committed.
Develop a plan to manage potential departures. Create a system to handle potential resignations. This could include exit interviews or alternative dispute resolutions to understand underlying issues.

Preventing Future Pushback: Proactive Measures

Develop a culture of open communication and feedback. Encourage regular feedback and ensure employees feel heard. This can prevent misunderstandings and build trust.
Create a strong employee value proposition. Define what makes your company desirable to work for. A strong value proposition highlights the benefits employees receive, beyond just salary.
Regularly assess employee satisfaction and morale. Conduct surveys to gauge employee happiness. Knowing where issues lie can help address them before they escalate.

Turning Challenges into Opportunities

Navigating unpopular decisions doesn’t have to lead to chaos. By employing transparent communication and actively engaging with employees, businesses can turn potential blowback into an opportunity for growth.

Key takeaways include the importance of open communication and addressing employee concerns head-on. Implementing the strategies discussed not only mitigates current issues but also fosters long-term loyalty and satisfaction among the workforce. Maintaining a resilient and engaged team will ultimately result in a thriving business environment.

For further insights on improving workplace dynamics, stay engaged with your employees and consider their perspectives in decision-making.

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You can call us for your free appointment at 480-210-9536, or, if you prefer, send us an email. You can also visit us at Waters Business Consulting Group to learn more about us and the services we offer.

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Stuck on a Business Name? Here’s the Secret to Unlocking the Right One

May 28, 2025 No Comments

Choosing the perfect business name can feel like an impossible puzzle—one that holds the key to your brand’s identity, credibility, and first impression.

My Small Business Manager didn’t Manage the Business Well and Now it’s a Total Mess…What Do I Do?

June 23, 2022 No Comments

Some business owners run their company for many years, only to discover that they can’t do everything on their own. Once this inevitable realization materializes, most start to hire others to help them with various aspects of the business. Some even aspire to be largely absentee owners, leaving the day-to-day operations to a professional manager. So, they train someone up, giving them the responsibility of managing the company and then take a more offhand role, sometimes into a completely new venture or, to focus on one particular area. Typically, this goes fairly well, especially when said manager has been well trained. However, it sometimes ends in utter disaster and the manager winds up making a mess of everything. So, what do you do if you’re stuck in the latter nightmare scenario? What Good Managers bring to Small Businesses Before we get into how to fix a bad situation, let’s first look at why business owners hire managers in the first place. Usually, managers are brought on to handle all of the day-to-day activity. This allows the owner to put his or her efforts into expanding the business and even exploring new opportunities. A good manager will bring a nice return on investment, easily paying his or her salary, all while adding to the company’s bottom line. Bad management can impact employees and a company’s overall operations. Incompetent managers exist, and they can have challenges relating to staff members and keeping them motivated. In addition, substandard supervisors may not be able to balance budgets, increase revenues or capably perform other crucial tasks. —Houston Chronicle Small Business A good manager can really be an invaluable asset, being able to oversee employees, carry out projects, order materials and inventory, assign employees to various tasks and projects, and a whole lot more. In the end, the manager is also responsible for the public face of the company, particularly when the owners aren’t on site. Of course, there’s a great deal of trust involved here and unfortunately, that trust is sometimes betrayed. How Business Owners can Fix Mismanaged Companies If your small business has been mismanaged by an incompetent or uncaring manager, you’ve got your work cut out for you. The amount of damage he or she may have done may not be immediately apparent and will materialize over time. But, you can’t just wait to find out, you’ve got to leap into action immediately and do the following after letting him or her go: Talk to the employees. The very first thing you want to do is get a sense of the employees’ perspectives. You’re likely to learn a lot and some of it may take you completely by surprise. But, you’ll probably also get a kind of consensus and that will help you to know precisely what’s most important and how to prioritize what to fix first. Speak with vendors. This may sound a little odd but it’s probably worthwhile. Since vendors interact with the managers routinely, they will have different stories to tell and just like the employees, will probably give you some type of consensus. At the very least, you’ll find out how your former manager interacted with the vendors and if he or she had good or bad business relationships. Consult your customers. If you haven’t really heard any complaints from customers, this would be highly unusual. Although, your former manager may have been great in providing excellent customer service, while still mismanaging the business’ finances and/or mismanaging the team members. Regardless, getting your customers’ input is very important because it will let you know the reputation of your company. Lastly, you’ll have to go through the slow and meticulous process of piecing the operation back together. This might include having to make other personnel changes, establishing new relationships with different vendors, and possibly, having to repair customer relationships. Fortunately, a good business consultant can walk you through this very difficult process step by step. Interested in learning more about business? Then just visit Waters Business Consulting Group.

My Employees are Making Excuses about Coming Back to the Office — What Can I Do?

March 31, 2021 No Comments

Although many parts of the country are reopening, some people might not be ready (or comfortable) with returning to the workplace. Of course, if this is happening to your business, it can not only be frustrating, but quite harmful to your company’s overall health. And, it’s certainly more preferable to bring back known quantities, rather than to try and replace trusted staff. But, you’ll have to convince those reluctant individuals first. Common Coronavirus-Related Excuses Employees might say they get the same amount from unemployment as they earned prior. Some will say their child’s school is closed or they take care of an elderly parent. Others might cite ongoing health conditions and any exposure to COVID is a severe risk. Unfortunately, these reasons are difficult to argue against. While a one-time incident may be overlooked, small-business owners cannot afford to accept excuses for ongoing performance problems. In a small organization, other employees quickly notice when excuses are allowed. By tolerating excuses, you create a culture of avoidance rather than responsibility. —Houston Chronicle Small Business However, employees who believe the workplace is unsafe is another matter. It’s much easier to convince them about proactive and other protective measures. But, that certainly doesn’t mean it’s a cinch to change their minds, either. How to Deal with Employees Who are Stalling Coming Back to Work Obviously, if someone is obstinate enough, it might not be worth the time and energy. But, if there are a few minimal concerns, it’s entirely possible to convince them to return to the workplace. Here are some helpful suggestions: Emphasize safety. If they are concerned about being around a large group of people again, you can always reduce the number of people in the office, and/or space them apart. Having the office sanitized from top to bottom by a professional cleaning service will also go a long way in reducing worry and anxiety. Give them more flexibility. Consider changing your sick policy in order to accommodate people who might be out for an extended period of time. You can also look into different health insurance plans to see if there’s something better available. Offer incentives. If someone is truly fearful about returning to the workplace, this probably won’t work. However, people that would rather continue to work from home will most definitely want to take advantage. The type and amount of incentives are up to you, but they could go a long way in changing minds. Use your influence. While you might prefer not to result to ultimatums, sometimes these are the only way to really get through to the most stubborn people. Obviously, you can’t do anything illegal, but you can change your businesses policies in regard to working remotely versus remotely working on-site. What other suggestions do you have to deal with employee excuses about returning to the workplace? Please take a few minutes to share your thoughts and experiences. Perhaps others can benefit from your unique perspective. Interested in learning more about business? Then just visit Waters Business Consulting Group.