In an era where job security often hinges more on public perception than professional performance, it seems quaint to recall a time when incompetence was a valid reason for dismissal. The recent political and public careers littered with firings for reasons unrelated to job performance only highlight this shift.

Consider the case of Al Franken, a former U.S. Senator known for his sharp wit and political acumen. His resignation amid allegations of inappropriate behavior—despite a record of effective legislative service—underscores a growing trend: professional penalties often stem more from scandal than from failure to perform job duties.

Franken's downfall began with a controversial photo from his comedy days and escalated with further accusations, none of which pertained to his legislative competencies. His forced resignation led to a replacement considered by many as less effective, raising questions about the balance between ethical accountability and professional capability.

This shift isn't confined to the world of politics. Across various sectors, employees find themselves ousted for personal missteps or controversial actions outside the workplace, rather than for failing to meet job expectations. From a Fed Governor accused of mortgage fraud to a man celebrated for throwing a sandwich at an ICE agent, the reasons for dismissal often overshadow assessments of job performance.

Reflecting on past decades, one might remember stricter professional evaluations. For example, a law firm associate once lost his job for omitting a crucial case in a legal memo, a clear professional failure. Such straightforward accountability seems increasingly rare in today's employment landscape.

The narrative surrounding employment and dismissal has broad implications, affecting not just individuals but also organizational integrity and public trust. While it is essential to address unethical behavior, conflating moral judgments with professional evaluations can lead to losses—of skilled individuals and, in broader terms, of public service quality.

As workplace dynamics evolve, perhaps there is merit in revisiting the old standards of job performance as the primary criterion for employment decisions. After all, in a world keen on effective governance and thriving businesses, shouldn't competence count for more?