QuoDeck Info

By the time a resignation email lands in an inbox, it usually isn't news to the person who wrote it. The decision behind it — the quiet, internal conclusion that this role isn't going to work out — typically formed weeks, sometimes months, earlier. The email is just the administrative tail end of a decision that was made much earlier and much more quietly, often without the person even fully naming it to themselves at the time. If that's true, then the real window for intervention isn't...

A new hire isn't performing the way you expected. The instinct, almost every time, is the same: send them to training. A module, a workshop, a refresher on the skill they seem to be missing. Sometimes that's exactly the right call. The person genuinely doesn't know how to do something, and training closes the gap. But often — more often than most performance conversations account for — the real problem was never a skills gap at all. It just looked like one, because “they're not performing”...

Picture two people joining your organisation on the same Monday morning. The first is 24 years old. Fresh out of university. First corporate job. Excited, slightly terrified, and with no real sense of what the role demands in practice. The second is 38. Fifteen years in the industry. Has held this exact function at two previous companies. They know the territory — and they are already quietly wondering why they are sitting through a session on what a CRM system is. Same role. Same start date....