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Mediocrity drift: Difference between revisions
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{{a|hr|}}{{d|{{PAGENAME}}|/ˌmiːdɪˈɒkrɪti drɪft/|n}} | {{a|hr|}}{{Quote| | ||
“The bank emphasizes that staff will also be reduced through [[natural attrition]], not filling vacant positions or offering early retirement.” | |||
:— ''[https://www.finews.com/news/english-news/54951-credit-suisse-job-cuts-restructuring-personnel-costsCredit Suisse Job Cuts are Causing Unrest]'', finews.com, December 2022}}{{d|{{PAGENAME}}|/ˌmiːdɪˈɒkrɪti drɪft/|n}} | |||
A curious, unintended, negative feedback loop of lazy [[human capital management]]. If you don’t proactively ''retain'' good staff, and if you don’t actively manage out poor staff — if you manage by tactical hiring and “natural attrition” — the general quality of your staff ''relative to their cost'' will ''decline''. | A curious, unintended, negative feedback loop of lazy [[human capital management]]. If you don’t proactively ''retain'' good staff, and if you don’t actively manage out poor staff — if you manage by tactical hiring and “natural attrition” — the general quality of your staff ''relative to their cost'' will ''decline''. | ||
Let’s say firms, when presented with broadly equivalent candidates, prioritise those of a type it doesn’t have when [[lateral hire|hiring]], and those of which it has too many when selecting candidates for a [[RIF]]. For those who value ''cognitive'' [[diversity]], let alone ''cultural'' diversity, stands to reason. | Let’s say firms, when presented with broadly equivalent candidates, prioritise those of a type it doesn’t have when [[lateral hire|hiring]], and those of which it has too many when selecting candidates for a [[RIF]]. For those who value ''cognitive'' [[diversity]], let alone ''cultural'' diversity, stands to reason. | ||