Extreme prejudice: Difference between revisions

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Employment is not, naturally an equilibrium state.<ref>And nor should it be, though it is made (regrettably) more stable by labour laws.</ref> There is a sweet spot when master and servant both feel they are getting a reasonable return for their investment, but keeping to that sweet spot requires constant attention, the way navigating along a straight road still requires steering. In a perfect world one would do this by trimming and goosing salary expectations as circumstances change, but lord only knows it is not a perfect world.
Employment is not, naturally an equilibrium state.<ref>And nor should it be, though it is made (regrettably) more stable by labour laws.</ref> There is a sweet spot when master and servant both feel they are getting a reasonable return for their investment, but keeping to that sweet spot requires constant attention, the way navigating along a straight road still requires steering. In a perfect world one would do this by trimming and goosing salary expectations as circumstances change, but lord only knows it is not a perfect world.


Hence these system effects.
Hence these [[system effect]]s.


Now you might be [[inclined]] to look at this and think, “well, still, this is a fine state of affairs: by pruning the truly dismal in job lots and letting the jumped-up and flighty go one at a time, we are nicely containing our costs within a tight range.”  
Now you might be [[inclined]] to look at this and think, “well, still, this is a fine state of affairs: by pruning the truly dismal in job lots and letting the jumped-up and flighty go one at a time, we are nicely containing our costs within a tight range.”  
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[[Redundancy round]]s are a lazy, cowardly way of getting rid of staff you should have actively managed out. [[RIF]]s let you dress up performance management as ”resource reallocation” — something it really isn’t. These are staff requiring,and deserving, termination with extreme prejudice who can hang on thanks to well-meant but doltish workplace legislation.
[[Redundancy round]]s are a lazy, cowardly way of getting rid of staff you should have actively managed out. [[RIF]]s let you dress up performance management as ”resource reallocation” — something it really isn’t. These are staff requiring,and deserving, termination with extreme prejudice who can hang on thanks to well-meant but doltish workplace legislation.


Professional services firms are “[[QIB]]”s of the employment world they are experienced, educated, they have easy access to professional advice and are perfectly capable of assessing and for an extended time bearing the risks of bad performance.
Staff of professional services firms — even the secretarial ones — are the “[[QIB]]”s of the employment world. They are experienced, biddable, educated, they have easy access to professional advice and are perfectly capable of assessing and, for extended periods, bearing the risks of poor performance.  


They are not sweatshop workers. They are neither treated, nor paid, like itinerant fruit pickers. They don't need the protection of unions and benign but patronising employment conditions.  The usual labour protection rules should not apply.
They are also, as a class, grossly overpaid.
 
These are in no sense sweatshop workers. They are neither treated, nor paid, like itinerant fruit pickers. They need the oversight of benign unions nor the usual labour regulations, formulated to defend optionless pit workers from Victorin kings of industry.
 
They are big enough to look after themselves.


This would be for everyone's good — except the grifters and shitty employers.
This would be for everyone's good — except the grifters and shitty employers.
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