Simply put, this topic refers to managing how something or someone is perceived when received.
We will zoom into the work place.
Although Perception Management is experienced in many areas of life, let's focus on the work environment.
Ideally, we all work to earn a living and make positive impactful contributions to the wealth of the organisation and wellbeing of it's employees.
Now, in reality, most are employed primarily to maintain a preferred lifestyle.
This is pretty standard.
In fact, the lifestyle desired or chosen can be the very drive for the creativity and innovation that build multi million worth organisations. The very organisations that put food on the tables of many homes.
Funding the lived experiences of generations of families. Sustaining towns and communities.
The issue starts with an individual, where an employee in an organisation is just not keen on doing the very work employed for and agreed upon.
If the issue is competence, training can be provided. If the cause is a passing personal matter, counselling and time off are there. If the matter is deep and abstract, sabbaticals exist for much needed re evaluation time.
However, if the employee simply has no interest in doing their work? You may have a case of 1st class Perception Management.
After all interventions have been exhausted, by a collaborative effort between employer and employee, then perhaps it is Perception Management.
How is that?
The employee:
Has no intention of doing the work.
Not willing to communicate the reasons.
Finds creative ways to present "progress" when there isn't any at all
Has no interest in the work status as it is not a priority or prerogative
Now this is in the absence of either of the following:
Resource limitations for performing the duties
Underlying or historical employer-employee issues
Lack of competence or skill or knowledge for the work at hand
Underlying or historical squabbles within the work or project team
Basically,
The employee is around for a good time, usually gossips, a conflict starter or spot lighting the weaknesses of others. Anything to secure the favour of Management. A skillful diversion from the truth that they are not delivering anything at all.
When tempted, no one should say, “God is tempting me.” For God cannot be tempted by evil, nor does he tempt anyone; but each person is tempted when they are dragged away by their own evil desire and enticed. James 1:13&14
Everyone has strengths and development areas. It is the order of human nature. So the employee could really be misplaced because of their academic qualification.
If that is the case, a discussion with Human Resources and Management can resolve this with a parallel rotation. This can be to a department where the said employee has the opportunity to contribute to the organisation, doing what they love or are naturally good at.
This is very possible. For example:
The Gossiper - send them to the Marketing Department to explore reporting using various media outlets or platforms. Train the in truth reporting.
The Conflict Starter - rotate them to the Legal Department where they can nurture a talent for negotiation and conflict resolution.
The Phone Chatterbox - Let them spend some time in the Call Centre or Customer Care Department.
The Restless Fidgetter - Perhaps they need a creative outlet within the Advertising or Branding Departments.
There can be many ways for Management to creatively intervene to curb the deeply rooted employee-work mismatch frustrations. Also, to build an employee rather than expel or ignore.
At the most basic level, everyone needs to do what they love doing, able to do and let it be their income source.
The blessing of the Lord makes one rich, And He adds no sorrow with it. Proverbs 10:22
Employees are more than the key that opened the door of opportunity. They naturally grow into more than what they were at the start. This is inevitable.
Extended ignoring of those who exercise Perception Management can lead to the development of factions. The more the model works for some, the more others buy into it. This perpetuates an agenda that can place an organisation at the risk of a silent devaluation.
It starts with one, then a few. Next it is a Network. A Department. A Culture. The whole Company.
Early Diagnosis and Redirection can be a better way of dealing with Perception Management.
Don’t be deceived, my dear brothers and sisters.Every good and perfect gift is from above, coming down from the Father of the heavenly lights, who does not change like shifting shadows.He chose to give us birth through the word of truth, that we might be a kind of firstfruits of all He created. James 1:16-18
Reporting vs Perception Management is similar to comparing enhancement vs fabrication.
All options are justifiable to a point. However, one becomes the lesser evil.
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