How To Burnout Employees

You know you’re doing a good job when:

  1. Assign them to a totally incompetent line manager
  2. Make them do all the thinking and have the line manager micro-manage them
  3. Have the micro-managing line manager move to another department
  4. Remove one half of the original pair and inject another officer who’s just thinking about retirement
  5. Make them do all of the work and supervise them oh-so-slightly
  6. Assign urgent items and request for items that were put on hold
  7. Give them work that should be handled by a team of 4
  8. Leave all of decision making to them
  9. Be completely oblivious to the need of having a framework or direction

That’s probably a good way to start.

And, honestly, I am on the verge of having a burnout. I am completely lacking in confidence and I don’t think I want this anymore. I am actually looking for a direction. A framework. If I could only tear everything apart and build my own program, I’d probably do it. However, I do not have the expertise to do it and I don’t want to build it based on feelings and irrational judgment.

That’s all. Maybe that’s why I am lethargic or unmotivated most of the time. That’s probably why I am tired or always looking forward to the end of the day or the weekend. I just hope things will pick up soon.

And I just hope that I could have the courage to say: “I don’t think this project is working.. Let’s just build our own first and conform to an international standard once we have matured.”

There’s still hope though. There’s hope that a phoenix will slowly rise from the ashes that burned.



Taken at: Metrotent in Pasig City, Philippines

Tonight was the celebration of the company’s anniversary. I want to commend the organizers because it really felt like a celebration. Previous “celebrations” were held during work hours so you wouldn’t really think that it’s as inclusive as it should be.

It’s one of the company events that I didn’t regret going to. It was fun and enjoyable. Looking forward to more anniversaries!


With the changes in the organizational structure of the bank, an executive asked me this question:

How are you doing now that the effective date of transfer is near?

It was then that I realized how I never bothered to think about the unnecessary feelings that comes with the change.

I quickly answered:

I really never thought about it because I have a lot on my plate right now.

Then, she answered back:

It’s just normal that someone of you’re caliber won’t worry where he’ll be put.

To be honest, I was thinking about it. I thought about it for a day. Then, it was just all work after that. I wanted to prove something. I wanted to say that whoever left this project is not necessarily needed.

But, I was also struck. Someone of my caliber? Me? What did I do?

Anyway, that was just a good way to end the workday. And, to be honest, it’s 9 PM and I’m still at work trying to finish this review of documents and start my collection of data.

How are you feeling?

After the previous week’s turn of events, this has been the recurring question by people who knew of the situation.

I actually don’t know. It’s a mix of the following stuff:

  1. Anger because your head leaves you in the middle of a very big project.
  2. Furious because how everything started and how you felt like you weren’t worth the truth.
  3. Relief because he’s not your boss anymore.
  4. Anxiety because you’d have to start over again in terms of relating to your colleagues and new boss.
  5. Hesitation because of the incidences with the big boss there.

This and a lot more. A whole lot more. So, it might be hard for me to describe my feelings in more detail.

I am just hoping that everything will turn out for the better. I am quite nervous about what will happen – a new administration, new workmates, new bosses. How will everything pan out for me? Will I be able to stand up to the challenge? Will I be even more demotivated?

All these and more will be answered come August 1. For now, let’s just let whatever is supposed to happen happen.