I have news for you, and I speak from personal experience of having once found myself, through unexpected executive changes one level above me, suddenly in an organization where I felt unwelcome and knew I would not and could not do my best: When “the conversation” finally happens (if the poor-fit individual doesn’t act first), it’s actually welcome. It’s a relief to hear the truth and to know one is on the path to more productive and happier days.
[T]he bottom 10% is never surprised when the conversation sometimes turns, after a year of candid appraisals, to moving on. Nor are they summarily shown the door. When differentiation is done right, their manager helps them find their next job with compassion and respect.Differentiation is not something to be feared, dumbed down or politicized, but instead needs to be understood and implemented. Cruel? No way. Harsh? Just the opposite. With its candor and transparency, differentiation provides dignity, develops future leaders, and creates winning companies.
So there you have it: “Differentiation” 101.
Now of course it’s up to you:
- Be clear-eyed
- Speak candidly
- Act from courage not cowardice
- And remember every individual should be putting the firm’s interests ahead of his or her own. Yes, this includes you.
