![]() “I remember an interesting example of how flexibility in these rules was offered to loyal munims who had to remain away from their families for months. The Z Factor: My Journey as the Wrong Man at the Right Time ![]() He or she might be better off in another job within the group or elsewhere.” Empathy that results in protection would lead to a negative result for the employee as well. The non-performer may be in the wrong job and thus not doing what he or she is best at doing. Protecting a non-performer is not good for the business and also the person being protected. I think it’s important to be professional about such matters. They tend to choose people who become personally loyal to them rather than to the company. They tend to become comfortable with such people and they get protection. But I see many of our senior colleagues, including my brothers, sons and nephews, empathetic towards non-performers. I request him or her to leave or change jobs within the group. ![]() “When I see someone not performing, I am frank enough to tell the person that it’s not working out. ![]()
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