Quote:
Originally Posted by Unregistered
You have to be kidding. The interview process at MAS is the same as that of other businesses. What gives you the impression that they can only recognize individuals of the highest caliber? The fact is that although having a great educational background is beneficial, they occasionally wind up hiring subpar employees. The private sector will terminate these employees, but in the MAS, they are not allowed to be fired and their task is transferred to other employees since the manager does not want his own KpIs to be compromised by underperforming employees. |
This commentary leaves out the nuance of talent attrition. It may be true that there is no company where people never leave, but the rate at which good employees choose to leave
MAS has always surprised me. Some reasons why even high performing employees choose to leave is the lack of progression beyond a certain level. You will find many reasonably competent DDs stuck as an overworked TL for the rest of their careers. Those who choose to stay on know they must toe the line to at least maintain their current position aka pay. This creates a culture, as others have identified, where performance is tied to what your boss thinks or feels his or her bosses want.
For some departments, a lot of the work output of staff is from workgroups pushing papers for deliberation of bosses on the next new shiny thing. The process is supposedly consultative and collaborative but with some bosses, there is very little room for disagreement, or working conditions can be made very difficult.