Hiring and Firing: Culture Fit
In my career, I have certainly made my fair share of mistakes. However, the one mistake I continued to make was holding onto employees who did not align with our company culture for too long.
When it came to firing employees, I firmly believed in the potential of coaching and mentoring individuals. Instead of immediately terminating them, I convinced myself things might improve if we gave them more time.
Although it may seem counterintuitive, holding onto employees who do not fit into your company culture can do more harm than good. Not only does it affect team morale and productivity, but it can also negatively impact your company's reputation if these individuals are not performing well.
I learned this valuable lesson through trial and error while running my business. I habitually gave people the benefit of the doubt, even if they needed to live up to expectations or fit in with our team's dynamic.
One particular instance stands out in my mind. We had hired a new salesperson who initially showed great promise and enthusiasm for the job. However, as time passed, it became apparent that he needed to align with our company values and culture. He frequently clashed with other team members, and his sales numbers consistently underperformed.
Despite these warning signs, I kept convincing myself that things would improve with some coaching and mentoring. However, after six months of little progress, it became clear that this employee was not the right fit for our company.
Letting him go wasn't easy, but ultimately necessary for our team and business. It sent a message to other employees that we valued our company culture and allowed us to bring in someone who genuinely fit our values and contributed positively to our team dynamic.
After this experience, I realized the importance of being decisive regarding employee performance and culture fit. Keeping someone on the team who could be a better fit elsewhere can have long-lasting effects on individual employees and overall company success.
Of course, firing an employee should always be a last resort after all efforts have been made to address any issues or concerns. However, as a leader, you must recognize when someone will not work out in your company and make those tough decisions before they impact your team's performance.
I have always strongly supported treating employees with kindness and fairness. I believe in empowering individuals and maintaining open and honest communication. From my observations, creating a positive and supportive workplace culture significantly impacts employee contentment and ultimately benefits customer success. However, this should not come at the cost of hiring someone not a good fit for your team.
So, to avoid bad hires, we learned the importance of hiring for attitude, skills, and knowledge. While technical skills are important for specific roles, a great attitude can often trump any lack of particular expertise.
I've seen firsthand how hiring someone with a positive attitude can bring energy and motivation to the team, while someone with a negative attitude can drag down morale. When interviewing candidates, I look for qualities such as enthusiasm, adaptability, and problem-solving over specific technical abilities.
The reason for this is simple: it is much easier to teach someone new skills than to change their attitude. Someone with a positive attitude is more likely to be open to learning and development opportunities, whereas someone with a negative attitude may resist feedback or change.
When searching for potential hires, it is important to ensure their beliefs and values align with the company's. Many job postings neglect the organization's purpose and core values, but these elements should be at the forefront when crafting a job description. Sharing your values can help filter out candidates with values different from your organization's.
If hiring for a new role, include your purpose and values and openly discuss them during the interview process. Ask questions that align with your company's guiding principles. Questions like:
How would you react if you observed a coworker taking credit for someone else's work?
In a situation where you were solely responsible for a big mistake, how would you handle it?
Can you describe a scenario where your adaptability would be tested?
Please share an experience where you helped someone unlock their potential.
What drives and inspires you? Are specific projects, technologies, or challenges fueling your enthusiasm for the future?
What events or experiences have shaped who you are today, regardless of your education or career path?
Based on a candidate's answers, you'll better understand culture fit. Remember, interviews are a two-way street. Candidates are evaluating you just as much as you are evaluating them.