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Mediocrity drift: Difference between revisions
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This is a logical consequence of this style of management, at least if you accept four general assumptions: | This is a logical consequence of this style of management, at least if you accept four general assumptions: | ||
''Good staff leave by themselves'': Staff with [[Lateral quitter|the gumption to leave]] tend to be | ''Good staff leave by themselves'': Staff with [[Lateral quitter|the gumption to leave]] tend to be good employees, ''relative to what you pay them''. These people are, therefore, ''necessarily'' underpaid. No surprise: that’s why they’re leaving. | ||
''Bad staff don’t'': Conversely, those who are already overpaid for what they do tend not to quit, because they know are already onto a good thing. These staff ''may'' leave, but only to join an employer even more gullible that you. Otherwise, they won’t leave ''unless you make them'', by performance management or through a [[RIF]]. These people, therefore, are generally ''overpaid''. That’s why they stay. | ''Bad staff don’t'': Conversely, those who are already overpaid for what they do tend not to quit, because they know are already onto a good thing. These staff ''may'' leave, but only to join an employer even more gullible that you. Otherwise, they won’t leave ''unless you make them'', by performance management or through a [[RIF]]. These people, therefore, are generally ''overpaid''. That’s why they stay. | ||