First with an understanding that your opinions are subjective and that you will evaluate people incorrectly. Or more simply, with humility.
Second, I think if you genuinely have a complaint about dead weight it's probably better to hire selectively, cautiously and consciously rather than evaluate staff as sub-par after that point. Yes that's difficult to do especially with the first point, and it won't be perfect either.
I completely agree with the premise that labeling people dead weight is wrong.
My question was about rewarding people who step further.
Specifically about this:
> Even harmful to those you have estimated as "top performers" should they make the kind of kind of money you think they deserve. It is a false estimation of their ability and contribution, and there is seldom worse than confidently false judgements that exclude some people and favor others. Harmful to all parties involved.
Second, I think if you genuinely have a complaint about dead weight it's probably better to hire selectively, cautiously and consciously rather than evaluate staff as sub-par after that point. Yes that's difficult to do especially with the first point, and it won't be perfect either.