Loss Aversion

Balancing stones

Why the negative strikes fear more than the positive and how to overcome it.  As a self-employed real estate and engineering consultant (yes = sales!), I was tallying up my overall debt to asset ratio tonight to determine my net worth (and where it is going- but that is another topic).  My assets by far outpaced my debt (ya me!).  I was actually quite surprised because I have been operating in a state of panic since re-careering into this new realm of full commission!  It got me thinking about the power of the negative and, more importantly, how to turn it around.

It is a commonly known human phenomenon that negative outcomes effect decision making more than positive. Well, perhaps not commonly known, but any University of Florida MBA (my Go Gators! plug) is intimately familiar with Daniel Kahneman’s Noble Prize (Economics) winning Prospect Theory.  Daniel Kahneman, with Amos Tversky, theorized that people’s decision making behavior, particularly applied to economic decisions, was governed more on the potential risk of loss rather than the final outcome. This is basic loss aversion.

Moreover, they described that the loss may actually be a lesser gain than an alternative rather than an outright loss.  This, of course, depends on the reference used in evaluating the options.  Kahneman theorized that people judge the risk based on a frame of reference.  Alternatives less than the frame of reference were a loss even if they were simply a lower gain.

Without going into the statistical probability comparisons and calculations (because we all love statistics and math!), the crucial take away of the Prospect Theory is learning how to best frame, bundle and present options. Taking my net worth example above, for instance, instead of looking at my debt level separate from my assets, I should focus on the net assets (and be glad assets are higher!)

Take my advice – frame it in the positive to better guide the decision.

Subversion

Subversion-Cover

How are you handling subversion in your firm?  Don’t think you have any? You’re probably in denial. Subversion exists in all organizations. Moreover, subversion is helpful.  In improving processes and management, subversion is a valuable job disrupting the ‘SNAFU’ or operandus modi status.  Subversion can be the chaotic first signal that something is amiss.

Sure subversion sounds like inciting discontent.  And normally this malcontent element would be something an intuitive manager should weed out – and quickly. But in the case of a dysfunctional group, the so-called ‘loose cannon’ may be the prescient voice announcing valid discontent.  How you handle the subversion can result in improvements.  Listen to this voice.

Provide a platform for them to communicate issues and you may be able to either improve your system or make personnel changes better for you and the employee in question.  At the very least, you may be able to isolate a critic removing the infectious attitude.

In the worst case, the negative element is fired or leaves of their volition.  This is not necessarily a victory as it is widely known that employees leave bad managers rather than organizations.  Therefore, the danger in ignoring the subversive view is allowing discontent, dysfunctional and malcontent people and/or processes to fester while building a high turnover.   High turnover is costly and negatively affects your brand reputation.

If you have a high volume of dealing with subversive employees, perhaps you should inspect your people management and processes.  The problem may not lie in the subversive employee but rather in your company processes and culture.