zaaMir

Palynologist in the making, I'm still in the oven

[ًِ @bckupacc99]

.

[zaaMir @zaaroooooo]

aku dah tau apa aku nak buat di hari tua..

[I'm Bisly 🏴‍☠️ @imBISLY]

WHO MADE THIS 🤣🤣🤣
IT'S CINEMA.

[zaaMir @zaaroooooo]

nope, sbb dia pndng yg ade kat belakang saya ni haaa

[Public Health Malaysia @health_malaysia]

Kenapa Bayi Asyik Merenung Wajah Kita?

Bukan sebab dia nak ‘judge’ kita lawa ke tak… tapi sebenarnya otak bayi suka belajar daripada wajah manusia, terutamanya wajah yang simetri dan mudah diproses oleh mata mereka yang masih baru melihat dunia.

Thread.

[internet hall of fame @InternetH0F]

I need one so bad

[Dr. Clown, PhD @DrClownPhD]

She nailed it 🤣

[danial🇵🇸🇲🇾 @danialwrx]

@zamirmohyedin Gorilla iQ for a reason bro.

[zaaMir @zaaroooooo]

puas hati tngok maki wipe out zenin

[Simons @Simon_Ingari]

"Why does our top performer get the worst reviews?" the boss asked.

I was reviewing their annual performance data.

"Show me," I said.

She pulled up the ratings.
Diana: 2.8 out of 5.
Below average on "collaboration."
Low marks for "team player."

"What's her actual performance?" I asked.

"Exceeded every target.
Landed our biggest client.
Trained three new hires."

"So why the low scores?"

"Her peer reviews are dragging her down."

I scanned the comments.
"Too direct."
"Challenges ideas too much."
"Not supportive enough."

"Let me talk to Diana," I said.

"I used to give honest feedback," Diana told me.
"Said our pricing model was broken.
Got dinged for 'negativity.'"

"What happened with the pricing?"

"They finally fixed it six months later.
After we lost two major accounts."

"What else?"

"I questioned why we needed
eleven approvals for a simple contract change.
Manager said I wasn't being collaborative."

"Are you still giving feedback?"

"No. I learned my lesson.
Now I smile. Nod. Say everything's great.
My reviews are improving."

"But nothing's actually improving?"

"We're making the same mistakes.
Just with better vibes." She chuckled.

I went back to the boss.

"Your review system doesn't measure performance," I said.
"It measures compliance."

"That's not true."

"When was the last time someone
got promoted for challenging bad ideas?"

Silence.

"When did someone get rewarded for preventing a mistake?"

More silence.

"You've trained your best people to stay quiet.
And your mediocre people to stay nice."

A few months later, they redesigned the system.

Added a category: "Constructive Challenge."
Points for identifying problems early.
Rewards for preventing costly mistakes.

Diana got promoted.

"What changed?" I asked the boss.

"We stopped confusing agreement with alignment.
Stopped mistaking silence for harmony."

"And?"

"Turns out our 'difficult' people
were our most valuable.
They actually cared enough to speak up."

Here's the truth about performance reviews:

Most companies don't reward performance.
They reward performance theater.

The person who says the meeting was great
beats the person who says it wasted an hour.

The person who agrees with bad ideas
beats the person who prevents disasters.

You think you're measuring contribution.
You're measuring conformity.

And your best people?
They've already figured out the game.

They're just deciding whether to play it
or find somewhere that values truth over comfort.

[zaaMir @zaaroooooo]

broooo physic?????

[Genius Tech @Geniustechw]

Wait... does the weight actually change? 🤔

https://t.co/w2bUnCeVg0

[zaaMir @zaaroooooo]

dia mcm ni geng kau jugak yg tambah program canclekan pt.. pastu nak denda yg lain sbb x buat pt..

eiii aku laaah

[Khairul Aqmal @KhairulAqmal]

If everyone start to pull out their money from T&G ewallet, they will start to listen.

[NO CONTEXT HUMANS @HumansNoContext]

This is why I pay internet for

[Cute Cats 🐱 @cutecats_____]

Do you like black cats?

[Johnny @j00ny369T]

We were too young to understand.

[The Cats 𝕏 @TheCatsX]

"Gimme BANKY"