hebig.org/blog
personal webnode of Haiko Hebig

1 - Put glowing words in your recruiting literature about looking for people who think "outside the box"

2 - Encourage local stores to have "grass roots" meetings to come up with ideas/innovations

3 - Have the employees that attend the "grass roots" meetings sign in with employee ID

4 - Take careful notes during the meetings about who the real innovators are

5 - Fire the trouble makers/innovators on Monday based on the notes from the "grass roots" meeting

What a clear cut approach. "In areas, like Pharmacy, where the personnel are difficult or expensive to replace", they seem to take the usual measures: "Simply accuse the innovators/trouble makers of having your own weaknesses on their annual reviews, take credit for their work and humiliate them at every turn until they give up in despair, and become mindless drones."

From the comments at Jeremy Zawodny's blog