在美国商业机器公司,有一位高级负责人因工作失误而损失了1000万美元的巨款。沉重的压力使他精神紧张,终日萎靡不振。几天后,这位负责人接到了董事长约翰·欧佩尔接见的通知。在办公室里,他被告知调任同等重要的一个新职务。这一结果大大地出乎意料,他十分惊讶地问道:“董事长,我犯了如此严重的错误,您为何不把我开除或降职?”“先生,如果我那样处理的话,岂不是在您身上白白地花费了1000万美元的‘学费’?”欧佩尔回答说。谈话还不到10分钟,但却给了这位高级负责人以极大的鼓励,成为他日后工作的巨大内在动力。他在新的起点上奋发拼搏,为公司的发展立下了汗马功劳。这是一个典型的“使功不如使过”的例子。HR经理不必为员工从前做过的一些错事而耿耿于怀,而应当将那些有价值的员工所犯的有价值的错误当作一种难得的财富。隋唐之际的李靖,曾试图揭发李渊的谋反,因此几乎被李渊处死,幸而为李世民所救。后来戴罪立功,协助李孝恭 At Commerzbank, a senior executive lost $ 10 million due to job losses. Heavy pressure to make him nervous, all day long malaise. A few days later, the person in charge received a notice from chairman John Opper. In the office, he was told to relocate to an equally important new position. The result was greatly unexpected. He was very surprised to ask: “Chairman, I made such a serious mistake. Why did not you dismiss or demote me?” Mr. “If I did that, Is it not in your own expense to spend 10 million US dollars ’tuition ?,’ Opal replied. Less than 10 minutes to talk, but gave this senior director with great encouragement, as his huge inner motivation in the future work. He worked hard in the new starting point, made a contribution to the development of the company. This is an example of a typical ”make a difference". The HR manager does not have to be embarrassed by some of the mistakes made by employees in the past, but valuable mistakes made by those valuable employees should be treated as a rare asset. Li Jing, on the occasion of the Sui and Tang dynasties, had tried to expose Li Yuan’s conspiracy and was therefore executed by Li Yuan. Fortunately, Li Shimin was saved. Later, wearing meritorious service to assist Lee Hyo Kyung