Declaration of Independence

Recently, in the United States of America, we celebrated, on the 4th of July, the anniversary of our Declaration of Independence. Each year, I re-read the Declaration, and for some reason, this time my mind turned to Organizations instead of Governments. “...a long train of abuses…”, wrote Thomas Jefferson, somehow prompted me to think about the many and various issues in our present day workplace. We should declare that we are tired of  maladapted organizational policies and practices, and we should reinvigorate ourselves to seeking employment in organizations devoted to nurturing trust and mutual respect among all employees. So, with humble acknowledgement to Thomas Jefferson, the following Declaration is submitted for your review.

Worldwide, July 4, 2025

The unanimous Declaration of employees of the World.

When in the Course of human events, it becomes necessary for employees to dissolve the employment bands which have connected them with an organization, and to assume among the powers of the earth, other employment to which the Laws of Nature and of Nature's God entitle them, a decent respect to the opinions of mankind requires that they should declare the causes which impel them to the separation.

We hold these truths to be self-evident, that all people are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness. That people the world over, seeking to pursue Happiness, accept employment in organizations in the hope that said organizations will be  devoted to nurturing trust and mutual respect among employees. That whenever any Form of Organization becomes destructive of these ends, it is the Right of the People to alter or to abolish it, or to seek employment with a new Organization, laying its foundation on such principles and organizing its powers in such form, as to them shall seem most likely to effect their Safety and Happiness. Prudence, indeed, will dictate that Organizations long established should not be changed for light and transient causes; and accordingly all experience hath shewn, that mankind are more disposed to suffer, while evils are sufferable, than to right themselves by seeking other employment. But when a long train of abuses and usurpations, pursuing invariably the same Object, evinces a design to reduce them under absolute Despotism, it is their right, it is their duty, to throw off such Organization, and to seek new employment for their future security. Such has been the patient sufferance of these employees Worldwide; and such is now the necessity which constrains them to alter their former Systems of Organization. The history of many Organizations is a history of repeated injuries and usurpations, all having in direct object the establishment of an absolute Tyranny over these employees. To prove this, let Facts be submitted to a candid world.

Withholding Transparent Communication: Failing to share clear, honest information about organizational goals, changes, or performance, leaving employees uncertain and disconnected.

Arbitrary Decision-Making: Making unilateral decisions without employee input, disregarding their expertise or perspectives.

Favoritism in Promotions: Granting advancements based on personal connections rather than merit, eroding fairness.

Inconsistent Accountability: Holding employees to different standards, excusing some while harshly penalizing others for similar actions.

Neglecting Fair Compensation: Paying employees below industry standards or failing to adjust wages for cost-of-living increases, devaluing their contributions.

Ignoring Work-Life Balance: Expecting constant availability or excessive overtime, infringing on personal time and well-being.

Suppressing Feedback: Discouraging or punishing employees for voicing concerns, stifling open dialogue.

Micromanagement: Overly controlling tasks and decisions, undermining employee autonomy and confidence.

Failure to Recognize Contributions: Rarely acknowledging or rewarding employees’ efforts, diminishing morale.

Inadequate Training Opportunities: Denying access to professional development, limiting growth and potential.

Tolerating Toxic Behavior: Allowing harassment, bullying, or discrimination to persist without intervention.

Opaque Performance Evaluations: Conducting vague or unfair reviews, leaving employees unsure of expectations or progress.

Unequal Resource Allocation: Providing certain teams or individuals with better tools, budgets, or support, fostering resentment.

Ignoring Mental Health Needs: Offering no resources or support for stress, burnout, or mental health challenges.

Breach of Promises: Failing to honor commitments, such as raises, promotions, or flexible work arrangements.

Excessive Surveillance: Monitoring employees intrusively, eroding privacy and trust.

Punishing Initiative: Discouraging innovation or penalizing employees for taking calculated risks.

Neglecting Diversity and Inclusion: Failing to foster an inclusive environment, marginalizing underrepresented groups.

Unclear Career Paths: Providing no guidance or opportunities for advancement, leaving employees directionless.

Disregarding Employee Safety: Ignoring workplace safety concerns or failing to address hazardous conditions.

Overloading Responsibilities: Assigning unsustainable workloads without support, leading to burnout.

Withholding Feedback: Failing to provide constructive feedback, hindering employee improvement.

Retaliation for Advocacy: Punishing employees who advocate for better conditions or policies.

Lack of Community Building: Neglecting team-building or social activities, weakening interpersonal bonds.

Inflexible Policies: Enforcing rigid rules that ignore individual needs, such as caregiving or health challenges.

Exploiting Temporary Workers: Treating contract or temporary employees as disposable, denying them respect or benefits.

Failing to Listen: Dismissing employee suggestions or concerns, signaling their voices don’t matter.

In every stage of these Oppressions, Employees have Petitioned for Redress in the most humble terms: repeated Petitions have been answered only by repeated injury. Managers, whose character is thus marked by every act which may define a Tyrant, are unfit to be the leaders of a free people.

We, therefore, the Employees of the World, in General Congress, Assembled online, appealing to the Supreme Judge of the world for the rectitude of our intentions, do, in the Name, and by Authority of the good People of the World, solemnly publish and declare, That We are, and of Right ought to be, Free and Independent Employees; that we are Absolved from all Allegiance to traditional employment practices, and that  as Free and Independent Employees, we have full Power to leave and contract with more suitable Organizations that truly desire to establish and nurture trust and mutual respect among all Employees. And for the support of this Declaration, with a firm reliance on the protection of divine Providence, we mutually pledge to each other our Lives, our Fortunes and our sacred Honor.

The vast majority of people across the world work daily in employment organizations. MANAGEABLE helps organizations, through their managerial leadership, establish, nurture and sustain workplaces devoted to instilling trust and mutual respect among all employees. We are changing the world, one workplace at a time. Declare your Independence, and come join the Revolution.