Hoke will let you hang around. Harbaugh demands performance...i.e. Saban or ____________fill in the blank.
Let's use a hypothetical scenario.
I run a business named Star Ratings are for Suckers. I hire a couple of guys to sell this garbage to consumers since we want to get rich. We need to create the perception and comfort from our subscribers that stars do matter and that these team/player team rankings equate to confidence among fans to compete at a high level.
I hire two guys. One guy is a ferocious interviewer and believes in my business and that stars do correlate into championships. He works tirelessly and has increased our membership and he is paying for his salary within 2 years. He is our #1 sales guy and I have promoted him to V.P of Star Gazing. You can call him Chris.
The second guy isn't as enthusiastic. He doesn't necessarily not do his job but isn't as passionate. I think on some level he just doesn't get inspired by the work. He loves to take a long lunch and doesn't make as many calls to prospects. I have heard him joking that our business is just so subjective and he doesn't quite know how to differentiate between prospects that he feels are basically the same. Let's call him Reality Man.
Shouldn't I be able to fire/tell RM that I would like him to leave my employment? His attitude/work ethic isn't at the level of Chris. I know I signed a contract with RM a few years ago but his performance just isn't very good and I want to make more money for my business. I want my company to project passion about the business.
My favorite story about Chris is I was listening to one of his radio shows and you could tell how much he believed these stars were so important when talking about certain prospects. He believed it and I am looking for someone like this so we can all be successful.
Am I wrong in trying to motivate a poor employee like RM to leave?
Let's use a hypothetical scenario.
I run a business named Star Ratings are for Suckers. I hire a couple of guys to sell this garbage to consumers since we want to get rich. We need to create the perception and comfort from our subscribers that stars do matter and that these team/player team rankings equate to confidence among fans to compete at a high level.
I hire two guys. One guy is a ferocious interviewer and believes in my business and that stars do correlate into championships. He works tirelessly and has increased our membership and he is paying for his salary within 2 years. He is our #1 sales guy and I have promoted him to V.P of Star Gazing. You can call him Chris.
The second guy isn't as enthusiastic. He doesn't necessarily not do his job but isn't as passionate. I think on some level he just doesn't get inspired by the work. He loves to take a long lunch and doesn't make as many calls to prospects. I have heard him joking that our business is just so subjective and he doesn't quite know how to differentiate between prospects that he feels are basically the same. Let's call him Reality Man.
Shouldn't I be able to fire/tell RM that I would like him to leave my employment? His attitude/work ethic isn't at the level of Chris. I know I signed a contract with RM a few years ago but his performance just isn't very good and I want to make more money for my business. I want my company to project passion about the business.
My favorite story about Chris is I was listening to one of his radio shows and you could tell how much he believed these stars were so important when talking about certain prospects. He believed it and I am looking for someone like this so we can all be successful.
Am I wrong in trying to motivate a poor employee like RM to leave?
