Chess board laid, page-261

Jim, I don't see managing people as a zero sum type situation where if one is not a winner then must be a loser. I can't recall saying Mr Grech has done a good job. If I have said that, it was an error on my part. (Referencing the past year not since listing 2007) My point is, it is not a good or bad assessment. There is plenty of grey.

In the situation you describe the first thing I would do is have an internal enquiry to determine the circumstances 'what happened' then I would have a conversation (not interrogation) with the person the get a feel for mitigating factors. I would then consider all the evidence to determine if errors were made does the person skills or potential to develop skills - if I doubted had the ability coupled with the right temperament then I would go to a neutral place restaurant/cafe and have a chat to explain why it might be a good idea to find a new vocation in life. Intention allow thneperson to leave with dignity having made up there own mind (encouraged to)

That is all just general principle not necessarily relating to Mr Grech (though the principle applies).

The last thing I would do is steamroll in with must be sacked. That is 80s thinking in my view and counter-productive as it could have knock-on consequences plus unjustifiably losing an otherwise good employee where years of time and money had been invested.