We should then rank our direct reports in three categories. First, how much do they like me? (I know you can’t be sure. What matters is how much you think they like you. Effective suckups are good actors. That’s what fawning is: acting.) Second, what is their contribution to the company and its customers? (In other words, are they A players, B, C, or worse?) Third, how much positive personal recognition do I give them?
