I had an interesting question from a client last week…
And I thought I’d share my advice here because it might help you too.
Q: “Craig, what’s your best advice for hiring and firing?” My Answer:
I’m a big believer in the old adage:
“Hire & partner slow.”
And when it comes to firing, I also like this advice from James Clear …
"If a decision is reversible, the biggest risk is moving too slow. If a decision is irreversible, the biggest risk is moving too fast."
For example, if you’re thinking about firing a FB ads agency…
Move fast. Because they will almost always take you back as a client.
Finally, when firing anyone…
Make sure to talk to someone who can help you check all the “legal boxes” that will protect you in today’s litigious environment.
Also, some advice from Verne Harnish on doing Exit Interviews:
This week I was asked if there is a set “exit interview” process. I suggest a three-step process.
Key is approaching with a mindset/tone that the interview is about learning. Here are the three steps: 1. What is the reason(s) you are leaving (ask a what, not a why question -- why questions feel accusatory). 2. Ask the famous Q12 questions from Gallup to gain more specifics. 3. Last, ask them to provide input helpful to the overall firm – “what do you think/feel XYZ corp. should start, stop, and keep doing.” Asked separately, these questions are always golden -- open-ended and end on a positive note. Wish them well in their next career and if an important relationship you want to maintain, keep them on a customer distribution list of announcements. In addition, you can follow up and let them know if the company made any changes based on their feedback. Closing the loop is always advised – and turns them into advocates instead of detractors.
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The tight tribe & culture of winning we’ve built at Early to Rise is something I really value…
And these are a few of the key principles I stick to that help us keep it that way.
Hope this helped you!
Success Loves Speed,
Craig | 