People improve through feedback loops, not vague encouragement. Training builds skills, testing reveals gaps, evaluation makes performance explicit, and sorting places people where they can succeed.
This requires clarity about standards. If expectations are soft, evaluation turns political. If expectations are clear, evaluation becomes information. The goal is to match responsibilities to capability.
Sorting sounds harsh until you see the alternative: keeping people in roles that don’t fit, where they feel constant failure and the organization absorbs constant cost. Honest sorting can move someone into a better match—or out of a system where mismatch will only grow.
The loop must be continuous. People change, roles change, and new pressures expose new strengths and weaknesses. When the loop is constant, growth becomes normal and stagnation becomes visible.