Six types of people a company must get rid of – don’t be lenient!

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The first type: those who dare to say “I don’t know” about things that are within their responsibility. Saying “I don’t know” about something that one is supposed to know can be because one hasn’t remembered it, but the most likely reason is that one has never done it before. Whether it’s “not remembered” or “not done,” it falls under the category of negligence. In reality, it’s normal not to know certain things, but once those words \"I don’t know\" are spoken, it becomes abnormal – it indicates an indifferent and perfunctory attitude. Any dedicated person, even if they truly do not know certain things that are part of their responsibilities, will not readily admit to not knowing. The second type: those who claim they can’t do the work. When claiming not to be able to do one’s assigned tasks, the reason might be that they are unable to do it, but the most likely reason is that they don’t want to do it. Whether it’s \"unable to do it\" or \"unwilling to do it\", both are far from being \"competent\". No one is born with the ability to accomplish things; one learns how to do it either after studying it or after having done it. Those who say they can’t do it today will surely still say they can’t do it tomorrow, and so on. Moreover, if one has never done it, it means they will never do it in their entire life. Companies pay their employees not in exchange for hearing a “I can’t do it.” Third type: those who say “It’s not my fault” when something goes wrong. When a problem arises, people quickly say \"It’s not my fault.\" The reason might indeed be that it is not their fault, but even if that’s the case, saying those words hastily to shirk responsibility actually reveals a reluctance to take accountability. Some might think this is an art of speaking, rather than a matter of whether one dares to take responsibility, but that’s not the case. In real life, the phrase \"It’s not my fault\" is often said by children, as they lack the ability to take responsibility and thus say it instinctively. As an adult, if one still insists on repeating those three words, it shows no difference in sense of responsibility from that of a child. Fourth type: those who are “unreserved” when going to someone’s place to coordinate matters. Being unreserved when going to someone’s place to coordinate matters may be due to a lack of manners, but the most likely reason is a refusal to show respect for others. In business, coordination is an ongoing task, but there are always those who prefer to coordinate things from a position of authority, using a commanding tone. This approach makes people feel disrespected and reluctant to cooperate, thereby preventing work from being carried out smoothly and efficiently. When problems arise at work, the responsibility seems to lie with those who cooperate, but the root cause lies with those who lack manners. On the contrary, when they encounter someone who can determine their future, such people usually behave in an extremely \"polite\" manner; at that point, we need to put a series of ellipses beside their character. Fifth type: people who never say thank you when they receive help. Those who receive help never say thank you; the reason might be that one should not express gratitude for such great kindness, but the most likely reason is simply that they consider it to be something that goes without saying. As the saying goes, “It is only right to help others; it is one’s duty not to refuse help.” A person who never says thank you when helped is actually someone who does not know how to be grateful. It’s not scary to not know how to be grateful; what’s scary is that those who don’t know how to be grateful often repay kindness with hostility. Regarding such subordinates with the \"potential\" to repay kindness with hostility, even if they possess abilities and qualities that are unparalleled, unprecedented in history, we must treat them with caution; it’s better not to keep them around, as there are plenty of other options available in the world. Sixth type: those who remain silent when they see danger signals. When seeing a danger signal and choosing to stay silent, the reason might be \"not expecting any danger,\" but the most likely reason is \"wanting to watch what happens.\" In a company, if most people are waiting to see what happens within the company, the responsibility lies with the managers; but if only a few people are doing that, then it’s another matter. Therefore, when companies investigate issues and hold people accountable, in addition to identifying the \"main culprits,\" they must also bring to light those \"accomplices\" who are just waiting to see what happens, as such people will eventually cause trouble.