Do we hate people who are weak? Or those who don’t perform well?

I think we do.

We don’t like seeing someone lazy or being around someone who talks or acts like a “loser.” Someone who isn’t able to achieve great things or meet the high benchmarks of life.
But how do we decide who is weak or an underperformer? How do we decide whether they deserve our attention or not?
Or maybe… we never even asked what that person wants from life.

We all love the idea of making someone a hero, calling someone a hero—or being a hero ourselves. But what is a hero?
A badass who kicks everyone’s ass and knocks out each task or challenge in front of them?
Why do we ignore the possibility that the person who didn’t achieve a goal isn’t weak or incapable—maybe the result just didn’t turn out the way they expected?

And who said that results will always match your efforts?
Can you control the outcomes?

If you truly believe that every action leads to the expected result, then maybe what Lord Krishna said in the Bhagavad Gita has been misinterpreted all along:
“Karmanye vadhikaraste ma phaleshu kadachana”
(Do your duty, without worrying about the outcome.)

So how should we interpret this? Does it mean we should only focus on actions and ignore the results?
Or does it mean we shouldn’t expect anything at all?

In either case, does it say that results are guaranteed?
No!
So if they’re not guaranteed, then why do anything at all?

The answer: because we act—by choice, by pressure, by habit, or by hope.
There’s always a goal in mind. But even if you do everything “right,” are you guaranteed the results you desire?

Think about it again: Is anyone truly weak?

Everyone has their own set of actions, goals, and definitions of success. Everyone has a benchmark—often very different from society’s expectations.
And this is true in the corporate world as well.

Do all your projects yield perfect results? No.
But do you stop working on them?
You don’t.

So, what do we actually do to support others?
Do we help those who are struggling?
Do we ask what they need?
Do we listen?
No—we often push them harder.
We increase the pressure. We assume that since they couldn’t do it when life was easier, maybe they’ll do better when we make life miserable.

In the corporate world, we call this pressure with different terms – PiP (Performance Improvement Plan), PIVOT (Performance Improvement Term), or LITE (Lower Impact Than Expected).
Instead of helping them succeed, we crush them under expectations.

And if you think this happens only in corporate environments, think again.
Have you ever pressured someone who failed an exam after three attempts?
Blamed someone who didn’t land their dream job or college?
Made someone feel miserable for not getting married “on time”?

Sadly, we all have—sometimes without even realizing it.

Maybe pressure does work sometimes. People often perform better under tight deadlines or extreme expectations.
But does that mean they can’t thrive in a supportive environment?

Let’s go back to the corporate setup again.
A person joins a company, does the work assigned, meets expectations—but doesn’t go beyond them.
They’re told they need to “raise the bar” or “go above and beyond.”
But what does that mean?

If someone was hired to do X, and they’re doing X—how is that underperforming?
If you want them to do more, say it directly.
Stop acting like a toxic, passive-aggressive partner in a relationship.
And if they don’t do more, ask them why.
Maybe they’ll tell you.
Maybe they’ll help you see that your expectations aren’t always realistic.

This isn’t just about corporate life.
As kids, if we didn’t excel in school, we weren’t just criticized in class—we were shamed at home too.
Why? Because teachers praise the top performers. Managers promote the highest achievers.

Why?

Because no one wants to put extra effort into someone who isn’t already “winning.”
But being kind to someone who isn’t an overachiever takes real effort.

Is that fair?
No!
But is it real?
Absolutely!

So, what’s the right way?

Maybe it’s holding someone’s hand.
Maybe it’s a hug.
Maybe it’s just listening.
It might not fix the outcome—but it will make them feel human again.
And you too.
Because it takes less energy to smile than it does to be angry.

You see, overachievement is personal.
Everyone has different goals. For some, landing any job is a win.
For others, just making the team is enough.
Some people don’t want to be bestselling authors or superstar actors.
They don’t!

When you tell someone what you expect from them, you take responsibility for their journey too.
You owe it to them to ask:
“What do you expect from me?”
“What should you expect from your efforts?”

As Aamir Khan said in 3 Idiots:
“Sir, main apne kamzor students ka haath kabhi nahi chhodunga.”
(I’ll never let go of my weaker students’ hands.)

Do this.
Don’t leave anyone feeling stupid, weak, or left behind.

Your kindness could ease someone’s anxiety or depression.
And maybe—just maybe—that’s how you become an overachiever too.

Because terms like “overachiever,” “underperformer,” “loser,” or “weak”—they’re all relative.
Your definition isn’t everyone else’s.
And if you can’t find a reason to be kind, then just remember:

Inclusivity matters.

We build campaigns for every kind of outlier—mental health, LGBTQ+, neurodivergence.
Why not underperformers?

No one is truly lazy or weak.
Maybe they just need help.
Maybe they’re wired differently.
Maybe they’re great at something you never even thought to ask about.

Try their way.
Ask what works for them.

You might be surprised by the results.

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Be kind. Be supportive.

And if being kind means breaking the norm—then be shameless.

(It’s not a bad word.)

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Yours fearlessly,
The Shameless Indian (TSI)