It is more effective to change people, not processes. This way organization stays dysfunctional long after you leave.
So spread dissent. Destroy fairness, no paid overtimes, everyone gets the same pay. Promote one group over other without merit. Hire most annoying extremists you find. Give leadership to vapid narcisits. One film company is great recent example of this.
This is from KGB and CIA manual. They would sponsor and train extremists. Still works long after soviet union is gone.
Depends on your goals. If your goal is to effect a long-term attack on an organization, then yes, you want to introduce systemic issues that will fester.
But the Simple Sabotage Field Manual was developed in and for wartime. It was meant to provide information to dissenters and occupied peoples on how to surreptitiously affect the war effort. The time scale is far different. You needed the factories and bureaucracies to slow down as soon as possible, not have a slow decline over the years.
So spread dissent. Destroy fairness, no paid overtimes, everyone gets the same pay. Promote one group over other without merit. Hire most annoying extremists you find. Give leadership to vapid narcisits. One film company is great recent example of this.
This is from KGB and CIA manual. They would sponsor and train extremists. Still works long after soviet union is gone.