In the process of being developed!

Rachel Freeman works as an assistant program analyst for a medium-sized data analytics, program management, and software development firm called Trifecta Solutions. As a result of the return to work after the COVID pandemic and numerous vacancies needing to be filled there was a recent influx of newer and younger workforce, there had been several personnel issues and an overall noticeable decline in productivity and company morale. An arguable lack of discipline within the younger generation.

Even in the face of the newly passed discipline rules the younger generation proved they needed a guiding hand.

Often times a sternly applied hand! Many times, or nearly all the time, requiring the use of various spanking implements to really drive the message home!

Rachel however was a hard working and driven young woman who appeared to have a bright future. She was dedicated, responsible, and had a reputation for being able to accomplish tough projects collaborating with her coworkers to meet short deadlines. Handling the pressure of the workload and gingerly navigating as best she could the stress of the unknown.

Trifecta Solutions adoption and inclusion of new rules and policies on disciplinary actions for female employees.

Enter.........

Axiom Dynamics.

One of the premier, if not the premier human metrics, personal improvement and mastery, workforce development, staffing and professional disciplinarian companies in the world.

The company, now an international organization, smaller in their own internal workforce and agency, had proven so highly effective at workforce development through their offering of professional disciplinary services, the company name was as common as companies like Facebook, Instagram, Tesla, or Google.

As a result, it should be little surprise during the Trifecta Solutions evaluation of their workforce, the Board of Directors decided to utilize Axiom and their unique services. Trifecta Solutions had not as of yet, implemented any of the new disciplinary rules for their company, but that was going to change!

In the formulation of conducting a workforce study, they reviewed the performance appraisals for all of their employees, without including any information aside from age performance rating, worked with Axiom to formulate the widest possible selection of the company’s female employees, a proper sample size. From the poor performers, those who did the bare minimum, to the high performers, both workers and supervisor’s alike.

Unbeknown to Rachel, her name made the list of candidates for compulsory entry into Trifecta Solutions disciplinary pilot program.

This was not a request.