Own your part

# Chapter 270

As soon as you realize someone is not doing well and is likely not going to get better – remove them from the organization. - Masterminds

Yeah hire slow and fire fast, we all get that, but the statement above has lots of room for improvement. Especially the “is likely not going to get better” phrase. There is lots and lots that you can do inside of that idea. You can help them get better first of all. You hired them for a reason, now get to work on that reason and help make it happen. When we use a phrase like this it sounds like we are really saying, “yes I hired this person, but they are too much work and I want to let them go rather than get off my wallet and help them.” That is precisely what this sounds like to me. Where is your effort in this situation? Opportunity alone is not enough for everyone to find a way to succeed. When I transitioned from one big small org (they think of themselves as big when in fact they are still small) to another org I discovered the transition had a large number of gaps in it. While I had the experience and education and context in which to manage those gaps, lots of other people don’t.

And please do not misunderstand me here, if you have a saboteur, a hater, a toxic poisonous person in your company, fire them as fast as possible. On the other hand, own your part of the process and fault. You hired them. Make the policy or develop the systems which will minimize repeats.