You are referring to a common characteristic of entrepreneurial types. Depending on how self aware they are, you might be able to discuss things directly as they come up.
You might frame things like this "I hear you telling me to give this new project my immediate attention, does that mean you wish me to deprioritize my current projects A, B & C?". A lot of times that context will jolt the owners brain and cause a reassessment.
On this flip side, this type of owner is often self obsorbed and unable to get perspective. These types will rarely be responsive to immediate feedback that counters their pet project. It is best to circle back at the end of the day and approach with a question of how they would solve the problem you have with prioritizing existing projects. Most people are able to "get real" about expectations after the inital heat of the idea has a chance to mature.
I'd frame the discussion like this "Here are the challenges i've discovered while executing your new project, I need your input on how to solve or overcome some of these issues."
When the owner is faced with the various hurdles that have to be overcome he/she may reassess the importance of the original project. On the other hand, don't create roadblocks just because you don't like the project, as it will be obvious and may cause them too decide that you are not the employee they thought you were.
relationships are difficult lol. however since you are an employee, it is your job to perform the duties given whether you like them or not. So either be a contributor or move on...
What an AMAZING idea, I can't believe that NO ONE EVER thought of paying more to attract employees!
Econ-101: wages go up when demand for services requires employers to bid for the labor (i.e. pay raises)
Of course if you do a quick economic analysis, you realize that it's a zero sum game.
While employers are running an infinite loop of stealing from each other via compensation one upmanship - There is still going to be a Million job openings unfilled.
Did raising pay to attract employees away from other companies increase the size of the workforce???? Duuuuuuhhhh...NOPE
Will higher pay increase the workforce participation? somewhat but the folks on the sidelines are mostly entry level skillsets and the one that have advanced skillsets already had an ability to get a higher paying job (i.e. they are sitting on the sideline by choice not because of low pay).
Will immigration solve it? somewhat, but not at the current pace. Plus there is this dilemna... are we going to allow entry level skillsets in or advanced skillsets? since the bulk of the currently available unhired workers are entry level skillsets, immigration of entry level skills will help keep them on the sideline. If we allow higher skilled immigrants, then we hear about companies laying off employees and having them train their replacements.
Hard to believe this Economist has any credibility after proposing this monumentally simple minded and STUPID solution.
The authors argument is stolen straight off the pages of Atlas Shrugged.
A classic example of the liberal mind thought to tear down those who aspire and achieve great things.
Ayn Rand's warnings continue to be amazingly prescient.
Amazon earned it's place in our hearts and the market will decide when it's lost sight of what is important. the examples of this abound with the headstones of once dominant corporations.
The authors mindset is the way for America to become a feckless copy of European countries and economies.
You are asking this as if the trust question relates to honesty of the employee.
Trust in this scenario is NOT a question of "are they going to lie and steal and cheat!
The trust in question here is whether or not the employee/s are sophisticated enough in their understanding of the organizations "big picture directives" to contribute the correct feedback to the questions in need of answers. It is the rare employee whose feedback takes into consideration the big picture because they rarely are exposed to all the information that upper management is.
Either management (or a consultant if need be) has to pull in the data/answers and then prioritize the problems relative to the bigger picture. This is a perspective that the production line worker rarely considers when answering questions. Even the biggest brains in any organization can be blinded by the problems that immediately affect them as opposed to the issues that are central to the organizations overall health and strategic goals.
On this flip side, this type of owner is often self obsorbed and unable to get perspective. These types will rarely be responsive to immediate feedback that counters their pet project. It is best to circle back at the end of the day and approach with a question of how they would solve the problem you have with prioritizing existing projects. Most people are able to "get real" about expectations after the inital heat of the idea has a chance to mature. I'd frame the discussion like this "Here are the challenges i've discovered while executing your new project, I need your input on how to solve or overcome some of these issues." When the owner is faced with the various hurdles that have to be overcome he/she may reassess the importance of the original project. On the other hand, don't create roadblocks just because you don't like the project, as it will be obvious and may cause them too decide that you are not the employee they thought you were.
relationships are difficult lol. however since you are an employee, it is your job to perform the duties given whether you like them or not. So either be a contributor or move on...