每日原则：培训、设护栏或辞退员工，不要修复。

培训是提升员工技能、助其成长的计划中的一部分。修复是试图显著改变员工的价值观和/或能力。 鉴于价值观和能力很难改变，修复通常是不切实际的。 价值观不当、能力不足的员工会给机构带来严重损害，他们应被辞退。如果尝试修复，最好由专业人士进行较长时间的指导。

如果你期望员工在短期内相较过去取得很大进步，你很可能犯了大错。人们的行事习惯很可能继续，因为行为反映了他们是什么样的人。由于人的变化通常很慢，你只能期待缓慢进步（最好的情况下）。相反，应该换人，或者更改设计。鉴于改变设计来适应员工的缺点通常是个糟糕的主意，最好还是换掉员工。有时候，好员工“丢了位置”（从职位上被辞掉），因为他们无法尽快成长为责任人。其中有些人可能可以在其他职位上做好，在这种情况下，他们应该被公司派到新岗位上。而有些人则做不到，就得走人。

Training is part of a plan to develop people’s skills and help them evolve. Rehabilitation is an attempt to create significant changes in people’s values and/or abilities . S in ce values and abilities are difficult to change , rehabilitation is typically impractical. Since people with inappropriate values and inadequate abilities can have a devastating impact on the organization, they should be fired. If rehabilitation is attempted, it is generally best directed by professionals over extended periods of time.

Remember that if you are expecting people to be much better in the near future than they have been in the past, you are probably making a serious mistake. People who repeatedly operate in a certain way will probably continue to operate that way because that behavior reflects what they’re like. Since people generally change slowly, you should expect slow improvement (at best). Instead, you need to change the people or change the design. Since changing the design to accommodate people’s weaknesses is generally a bad idea, it is better to sort the people. Sometimes good people “lose their boxes” (they get fired from their role) because they can’t evolve into Responsible Par- ties soon enough. Some of them might be good in another position, in which case they should be reassigned within the company; some of them will not and should leave.