The Dilemma of Hiring: Why Employers May Prefer Lazy Employees Over the Hardworking Ones

The question of why some employers prefer to retain lazy employees while firing those who work hard is a complex one, rooted in social dynamics, power structures, and organizational psychology. While some managers may have ulterior motives, others might be unaware of the subtle reasons behind their decisions. Understanding this phenomenon involves examining the roles that visibility, influence, and networking play in the workplace.

The Spiral of Influence

Often, the reasoning behind keeping lazy employees can be traced back to the dynamics of influence and recognition in a team. Just like Jesus was crucified for his teachings, some individuals gain more visibility and influence over time, leading others to either follow or admire them. For a corporate hierarchy to function, it is essential to 'show these high performers their place,' ensuring that their achievements do not overshadow the team's overall performance.

The Cycle of Dependence

This phenomenon is often compared to a gang, where each member plays a specific role. In an organization, high-skilled employees may be doing menial tasks, but they need to be 'disciplined' to maintain the status quo. Mentally, employees are conditioned to accept that they are lower in the pecking order, much like a beta wolf making sacrifices to allow the alpha to take priority. This creates a cycle where the hard work of one person is suppressed in favor of maintaining the image of the leadership.

Visibility and Visibility

Poor managers often cannot distinguish between employees who quietly do excellent work and those who present an illusion of productivity. Sometimes, these managers do recognize the hardworking employees but perceive them as a threat. These hard workers might inadvertently expose the inefficiencies and mistakes of their superiors, leading to a perception that the organization is not functioning well under their watch. In contrast, lazy employees who are excellent at pleasing and networking tend to blend into the background, making their presence less noticeable.

Retaining the Dependent

Lazy employees are often easier to manage and maintain for several reasons:

Their comfort zone ensures that they remain relatively easy to control, appearing loyal and complacent.

Their networking skills can help them maintain their position among decision-makers, making it harder to fire them.

They may find ways to exploit the system, ensuring their longevity in the organization.

These factors contribute to the persistence of a workforce that, while less productive, is more docile and less disruptive.

Retrospective Insights from a CEO

It is important to note that not all employers maliciously prefer to keep lazy employees. From personal experience, as a retired CEO of a large company, I can confidently state that I never hired someone I believed to be lazy knowingly. If a worker subsequently revealed to be lazy, their career with the company would indeed be brief. However, the dynamics of human behavior and organizational politics can sometimes obscure this straightforward stance.

The nature of the workplace is often driven by myriad factors, and while employers strive for efficiency, they may inadvertently foster an environment that promotes the retention of less productive employees. Recognizing and addressing these subtle challenges is crucial for organizations seeking to create a truly empowering and efficient work environment.