Oops, I Made A Mis-Hire!
Picture this: you’ve just wrapped up the final interview, extended an offer, and after a whirlwind of negotiations, you’ve landed the hire you were so sure was "the one." But fast forward a few weeks, and it hits you – “the one" is more Michael Scott from "The Office" than Tim Cook from Apple. Cue the facepalm. Scratch that, cue Plenty’s playbook to navigate this unexpected twist!
Why the Wrong Hire Happened
“Falling in love too fast"
In the startup world, there's often a rush to fill positions quickly, especially when talented candidates are actively interviewing elsewhere. We've all heard the tales (or been the culprits) of hastily hiring someone who seemed perfect on paper, fearing they'd slip through our fingers. This rush often means we skip the deep dives and jump into commitments faster than a Love Island contestant. While quick decisions are vital, especially for roles not in the C-suite, executive hires need a slow dance of diligence to ensure they're a long-term match for your mission and culture.
Dealing with a Wrong Hire
Can we just work it out?
The short answer: Maybe…but probably not..
The long answer: Hoping to "work it out" with a culturally incompatible hire can lead to significant challenges in the future. Misalignment can result in negative consequences, the most serious of which is toxic behavior. Toxicity spreads faster than a viral meme, undermining team morale and productivity. When signs of misalignment emerge, it's crucial to act swiftly. This involves having direct conversations, setting clear expectations, and if necessary, making the tough decision to part ways with a mis-hire to preserve your team's overall well-being.
Letting Go with Grace
Ah, the art of “letting go" - one of the hardest parts of running a business. The trick is to approach it with empathy and professionalism: document the performance hiccups, give honest feedback, and provide a soft landing for their next adventure. Also, don't forget to ensure the rest of your team understands the reasons behind the decision. This helps maintain trust and morale within your company.
What to Do to Avoid Future Wrong Hires
Reevaluating Culture Fit
When dealing with a mis-hire hire, it’s important to reassess whether there was a cultural misalignment from day one. Reflecting on this can provide insights into improving your hiring process. One way to ensure a strong culture fit is to have a clear and well-communicated "How We Work" document. For instance, DoorDash emphasizes their values of being “Relentless" in their internal culture guide, making it clear what behaviors and attitudes are expected. Similarly, Netflix’s culture document focuses on principles like "Freedom and Responsibility" and "Context, Not Control," outlining the kind of environment and expectations new hires should anticipate. Having such documents can serve as a guide for potential hires to self-assess their fit (in, or out) with your company culture before they join.
Building Strong Relationships
Investing time in building relationships with potential hires, especially at the executive level, can significantly reduce the risk of wrong hires. Get to know candidates beyond their professional skills – understand their motivations, values, and how they handle challenges. Some founders invest quality time with potential hires, flying out to meet them over dinner, coffee, or drinks. Startups are hard. Really hard. You need executives that you trust and want to go into battle with. Getting to know each other on a personal level is key.
Understanding Candidate Motivations
Executive negotiations should go beyond salary discussions. It’s important to delve into why the candidate wants to join your company and what they’re looking for long term. Are they passionate about your mission? Do they see themselves growing with your team? Are your incentives aligned? Ensuring their motivations fit with your company goals and their aspirations align with what the open role can provide will prevent future dissatisfaction and turnover.
Growing from Slip-Ups
Reflecting on past hiring mistakes is the key to leveling up. Analyze what went wrong, whether it was due to rushed decisions, poor cultural fit, or inadequate vetting. Use these insights to refine your hiring process, implement better practices, and make faster, more informed decisions in the future.
Making a mis-hire is tough, but it's a learning opportunity. By understanding why mistakes occur, and implementing prevention strategies, startups can build stronger, more cohesive teams. Reflect on your hiring practices, cultivate relationships, and prioritize culture fit to ensure your company grows and thrives with each new addition.
Ready to take your startup to the next level? Watch the full discussion from our webinar and start building the perfect team for your startup's success!
