Summary: “Hire Slow, Fire Fast.” is a strategy that may seem counterintuitive in today’s rapid, results-driven environment. Yet, it’s an approach that many successful companies swear by for sustained growth and long-term success. Let’s look at how it can lead to better team dynamics, stronger performance, and a healthier work culture.
Dear Dr. Sylvia,
I have lots of friends that went to elementary school with me.
I also have many friends I met in college.
Now, to my dilemma.
I love and I mean love when my staff talks about how long we have all been together, especially in this era of sound bites and rapid change.
The dilemma is that I hate, and I mean hate to fire people.
For example, I have a female employee who was not producing results before she went on maternity leave. I said to myself, “Oh well let me give her space. She will be great when she returns.”
Actually, NOT!
She is a mistake-maker and a blamer.
My HR team gave her many growth opportunities. She had a coach and online programs.
When negative behavior doesn’t change, it’s called the “rinse and repeat syndrome.”
Now that she is back from maternity leave, it is more of the same. I call it rinse and repeat.
Her mistakes are still the conversation with her team.
I want to help her, but it’s not working.
QUESTION: Should I wait a few months before I put her on a performance improvement plan?
BIGGER QUESTION: If nothing changes, do I simply wave goodbye with sad eyes?
Signed,
Too Helpful
Dear Too Helpful,
You fall into the trap of so many kindhearted people. In my book “Dont Bring It To Work” I talk about outdated behavior patterns at work that need to change.
I believe you fit into one or several of these: pleasers, rescuers, avoiders and deniers.
Before I talk about your patterns at work, let’s discuss the two key areas of hiring and firing,
The Cost of a Bad Hire
Hiring the wrong person is costly.
According to the U.S. Department of Labor, the price of a bad hire is at least 30% of the employee’s first-year earnings. That number can skyrocket when you factor in lost productivity, disrupted team dynamics, and potential damage to your company’s reputation.
Worse, the impact of a poor hiring decision can last for years, leaving teams demoralized and making it harder to recruit top talent in the future.
This is why hiring slow is so crucial.
It’s not about dragging your feet or delaying decisions.
Instead, consider taking the time to ensure you’re hiring the right person for the job. Being deliberate and thoughtful when hiring can save you time, money, and stress.
Why it is best to hire slow
Thorough Evaluation: A slow hiring process allows for a more in-depth evaluation of candidates. Instead of rushing to fill a role, companies can take the time to assess whether a candidate fits not just the job description but also the company’s culture and long-term goals. Multiple interviews, assessments, and reference checks ensure that the new hire is an actual match.
Cultural Fit: Beyond technical skills, hiring slow gives you time to evaluate if the candidate aligns with your company’s values, mission, and culture. A candidate may be competent but can disrupt your workplace harmony if their values don’t align with the organization’s.
Avoiding Desperation Hires: When a position remains vacant for a long time, the temptation to fill it quickly grows, often leading to desperate hiring. A slow hiring process ensures that desperation doesn’t dictate your decision-making, which can result in poor choices.
Reduced Turnover: Employees who are carefully selected tend to stay longer. Taking your time to hire allows for better decision-making, leading to hires who are committed, capable, and more likely to thrive in your company for the long term.
Why you should fire fast
On the flip side, if it becomes clear that someone is not working out, the “Fire Fast” part of the equation comes into play. While it can be difficult to part ways with an employee, it’s often necessary for the health of the team and the company. Here’s why firing fast is a key component of long-term success:
Minimizing Damage: A toxic or underperforming employee can wreak havoc on morale and productivity. The longer they remain in their role, the more damage they can do to the team’s cohesion and overall output. Firing fast minimizes the negative impact and helps protect the team’s dynamic.
Clearer Accountability: Allowing an employee who is not performing to stay sends the wrong message to your team. It implies that subpar performance is acceptable, which can lower standards across the board. Firing fast demonstrates accountability and sets clear expectations for excellence.
Preventing Stress and Burnout: When someone is not pulling their weight, it often means others are picking up the slack. This can lead to overworked and stressed employees, which, over time, results in burnout and higher turnover. Firing quickly helps keep the workload balanced and ensures that high-performing employees are not unfairly burdened.
Allowing for Growth: Sometimes, employees may be better suited for a different company or position. Keeping them in a role where they are struggling hurts the organization and limits their personal and professional growth. Letting them go sooner rather than later allows them to find a better role that suits their strengths and aspirations.
How to Implement Hire Slow, Fire Fast Effectively
Structured Hiring Process: Develop a thorough and structured hiring process that includes multiple stages of evaluation, including interviews, skill assessments, and culture fit assessments. This should be consistent across all roles and departments.
Probation Periods: Use probation periods to evaluate new hires before making a long-term commitment. This allows both the company and the employee to assess whether the fit is right without the pressure of long-term expectations.
Performance Metrics: Set clear and measurable performance metrics from day one. Employees should know exactly what is expected of them, and managers should regularly check in to ensure progress. If an employee is not meeting expectations, address the issue promptly.
Open Communication: Firing fast doesn’t mean firing without cause. Communication is key. Regular feedback and performance reviews can allow employees to improve before drastic measures are taken. However, if it’s clear that improvement is not happening, swift action should follow.
Trust Your Intuition: In hiring and firing decisions, trust your gut. If something feels off, it probably is. Don’t ignore red flags during the hiring process or hesitate when an employee is clearly not a fit for the role.
Long-Term Benefits of Hire Slow and Fire Fast Method
The long-term benefits of adhering to a “Hire Slow, Fire Fast” philosophy are clear.
By hiring thoughtfully, you build a team that is committed, capable, and aligned with your company’s mission. By firing quickly when things aren’t working, you preserve your company’s culture, protect morale, and maintain high-performance standards.
This approach also fosters a culture of accountability, where employees understand that excellence is expected and mediocrity will not be tolerated. Over time, this leads to higher retention rates, better team dynamics, and long-term success.
In conclusion, of course, it’s tempting to make quick decisions to keep up with the pace of the market. However, taking the time to hire slow and being decisive enough to fire fast is one of the best investments you can make for your company’s future. It protects your organization from costly mistakes, ensures a stronger team, and sets the stage for long-term growth and success.
Finally, by being intentional about hiring and firing, you build a foundation for sustained success that benefits everyone involved—your company, your employees, and your customers.
To your success,
Sylvia Lafair
PS. Want a copy of the 13 Behavior Patterns That Limit Success and Their Transformation? Please email me, and it is yours.
