Sometimes really cold snowy days make me think of being a kid stuck in the house with NOTHING to do. Actually, this isn’t true – I relished the idea of being able to sit around and read or play board games. But sometimes even that would get old, so I would pull out a deck of cards and endeavour to make the tallest house of cards that I could.
Handling cards and arranging them into a tower is an art. You had to ensure that the base wasn’t too slippery (carpet worked well) and you had to use really worn cards…preferably sticky from overuse (yeah…gross, I know).
Then you started building layer by layer until you got to the point where you literally had to hold your breath as you placed each card. And heaven help the idiot that inadvertently created air movement within a 2 m radius of the structure.
At some point a card would give in the middle layer and I would try to re-position it or remove it without affecting the overall structure. And you could get away with this with one or two cards, but beyond that the house of cards became too unstable and collapsed, leaving you with a pile of cards to clean up.
Dealing with changes in the workplaces has a striking resemblance to building a house of cards. Although it’s not intentional, it may appear that management is playing a similar game when making these decisions…adding layers and keeping anyone from coming near the table.
Now, I may only be in HR; however, I understand operational needs, but more importantly I understand consequences. And the reality is that you can only re-position, remove, and restrictso much before you weaken the structure.
Because despite being really worn (and potentially sticky) these are employees, not cards. And 52 pick-up is not the same game when you are dealing with people.
Image source: inspiredology.com