2018年11月07日
Waiting too long to fire people
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Waiting too long to fire people
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When I look honestly at the ways I’ve upped my game after almost 15 years as a startup CEO, this is a big one. Saying goodbye to people is about the hardest thing to do in business. It’s always hard
disappointing people. Like many first-time founders in my last company, I tended to wait too long out of optimism (hoping things would improve), friendship, or concerns about morale (“what will the rest of
the team think?”)
In the end, there are 3 reasons to let people go: they can’t do the job, they are disruptive to the company, or they take too much effort to manage. While people can and do improve, most of the above
reasons get worse over time, not better. I’ve learned over the years to listen to my gut much faster on personnel issues - but especially the goodbyes - with forthrightness and speed.
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Time and experience unfortunately do not make the actual conversations easier (at least not yet for me) - but the company is better for faster and decisive action. The reality is that, most of the time,
the team already knows who is under performing or who isn’t a great fit culturally. Invariably, when you finally take action you are more likely to hear “thank you!” or “what took you so long?” than
pushback from the rest of the team. In any case, this is ultimately a chance to re-emphasize for the rest of the team that you as Founder/CEO really care (ie, the company values) and what it takes to be
successful in the company.
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