Scapegoating in its original form is a purging: an offloading of the community’s sins onto something else, which is expelled along with the guilt. The practice of transferring sins is universal to human experience. Hence the word ‘scapegoat’ hasn’t fallen out of use in 600 years. The question is why? Why do we need someone or something to project our failures or guilt onto? Luckily for me and you, dear reader, there are researchers and scientists who have been asking the same question. What they have found indicates something uncomfortable about which problems we choose to fight, and the ones we think can’t be won. Before I get into the research, let’s look at two major issues affecting humanity right now.
Category: employee engagement
Unlocking Qualitative Insights from Employee Stories
What do we do with stories once we have them? We turn them into qualitative data, which feels tricky. How do you add up stories? Quantitative is the first preference for a reason. Numbers feel trustworthy because the method is visible to everyone. Two plus two is four; anyone can check the work. Stories have no single formula, so they feel loose and impressionistic. It is easy to dismiss them as unquantifiable anecdotes.
The Story That Never Made It Upstairs
I had to synthesise the findings that needed to reach the executive leadership team. And the authentic communication captured in the last question changed my whole presentation. The biggest key themes and learnings were now framed in their own language.
What a Crying Executive Taught Me About Recognition
A senior leader at a global employee experience company opened what she expected to be a routine email marking her fifteenth work anniversary. What she found instead made her cry. Her husband walked in, saw her on her phone in tears. He asked her what was wrong.
