While there is an element of luck in getting a job–being in the right place at the right time–when people in positions of power say, “You’re just lucky to have a job!” they aren’t referring to luck at all. They are referring to the power they have over you.

Bosses have tremendous power over employees–the power to make their lives miserable and the power to fire them. Saying “You’re just lucky to have a job!” serves as a reminder that employees’ “luck” could change if they do anything to cross the boss.

Supervisors who wield this power as a threat over employees can force people to stay in line. However, it will be difficult for them to engage the imagination and commitment of the people they supervise. Forcing people to stay in line using threats may lead to compliance, but it will never lead to creative investment. Living with the constant threat if you raise concerns, make a mistake or question management, does not make for a particularly engaging workplace. One might say, employees who work for bosses who makes such statements are indeed unlucky.

Supervisors and managers who do not wield the threat of being fired, who welcome feedback and encourage risk-taking foster engagement, creativity and collaboration. They create environments where employees thrive, which results in higher quality work, increased productivity and healthier work cultures. One might say, employees who work in such an environment are indeed lucky.

If you manage people, consider the messages you send about luck. Do you threaten to change people’s “luck” if they don’t do as you wish, or do you strive to create a non-threatening, engaging environment, where there is a sense that people are lucky to be there?

If you are in a position of power, and you work hard to de-emphasize rather than wield that power; if you invite the people you manage to participate fully, even if it means making waves or making mistakes; you will feel lucky too! Happy and engaged employees will make you look good. Getting there just takes letting go of control, sharing power, and allowing people to bring all of their ideas and concerns into the conversation. It takes listening, supporting and accommodating people to do their best work.

Employees have so much more to give at work than most workplaces allow. Let’s welcome and encourage full participation. Let’s create workplaces where everyone feels lucky to be there!

For more radical ideas on how to create an engaging workplace, see my book, Management Culture” at mgmtculture.com or though amazon.com.