When an employee makes a mistake I visit him/her to show where s/he went wrong.  S/he  denies s/he did the error.  Often s/he tries to prove that there is almost no error or the error is somewhere else.  I dump on her/him all known logic of Archimedes and Pythagoras, but the employee still does not recognize the error.

Stop.  What am I doing?

Imagine I started a business from scratch. I worked a lot - 10-12 hours per day, 6-7 days a week. For 3-5 years the company achieved turnover of USD 5-10 000 000.  At this moment I am a successful entrepreneur.

Imagine now I have continued to work as hard as always for another 5 years.  But the turnover remains stable at the same level USD 5-10 000 000.  In this situation I should describe myself as "I was a successful entrepreneur."

Why the company has stalled?

The insights of the management guru - prof. Peter Drucker - although made in 1960s, are stunning even the most prominent XXI century businessmen with their depth and validity. I couldn’t restrain myself to share with you his views on leadership:

• Leadership is of utmost importance for company success. And nothing can replace leadership.

The remuneration system is one of many elements that directly affect the success of the company. Unfortunately, there is no universal efficient system applicable to all the specifics of various types of businesses and individuals.  But there are principles which distinguish the better remuneration systems:

Principle 3. If an employee may get fired for poor performance, s/he must have the opportunity to get "rich" for top performance.