> it's usually better off in the long run to shove the new process down group B's throat.
> (…) the "Group B" employee (…) is more conscientious and reliable than anyone else we've ever hired
If employee B is proving themselves to be valuable and reliable, then you should trust them to make the best decisions for how they’re going to go about their work and support them. Leave the door open for them to try different things, but no one likes having processes shoved down their throats (your words). All you’re doing is making them unhappy and more likely to leave to go work for someone who’ll value them like they deserve.
Thank you for taking the time out of your day to explain the best way to manage someone you've never met, working in an organisation you know nothing about.
> it's usually better off in the long run to shove the new process down group B's throat.
> (…) the "Group B" employee (…) is more conscientious and reliable than anyone else we've ever hired
If employee B is proving themselves to be valuable and reliable, then you should trust them to make the best decisions for how they’re going to go about their work and support them. Leave the door open for them to try different things, but no one likes having processes shoved down their throats (your words). All you’re doing is making them unhappy and more likely to leave to go work for someone who’ll value them like they deserve.