HIRE
Quality Team Members Quitting is Our Fault (typically)
If you are a leader and lose good talent, don't blame them. Look in the mirror.
During any interview process, you should be selling them out of the job by being crystal clear on expectations, measurables, and your own quirky (subpar) traits.
If they still want in after all that, great. You've got alignment.
Typical:
- Leaders paint a rosy picture to "close" the candidate
- New hire realizes reality doesn't match
- Three months later, they're gone
- Leader blames the hire for "not being a fit"
Better:
- Be brutally honest about what the role and expectations look like
- Share your management style, especially the parts that annoy others
- Ask: "What would make you want to leave in 6 months?" Then address it
- Dig into why they left past roles and actually listen
LEAD
Performance Management Isn't Wrong. Your Delivery Probably Is.
Most leaders think they're "clear" with performance concerns. Most aren't.
Documentation 101:
- State the problem: Be specific. "Not performing" isn't. "Missed 3 deadlines in 2 weeks" is.
- Share the impact: What happened because of this? Lost client? Overworked teammate? Say it.
- Require the change: What exactly needs to be different? By when?
- Explain the consequences: What happens if nothing changes? Put it in writing.
Common Mistakes:
- Being vague because you're uncomfortable
- Waiting too long to address issues
- Not documenting conversations
- Making it personal instead of behavioral
Do it wrong enough and you (and they) will regret it.
GROW
A Game Without a Scoreboard Sucks. Build One at Work.
Think about a team playing a game without keeping score. The coach keeps yelling to play harder with no idea of what is happening. That's the reality on most teams. Good news, easy fix.
How To (in seconds):
- Pick 3-5 metrics that actually matter for the role
- Make them measurable (numbers, not feelings)
- Update weekly (not monthly, not quarterly)
- Review it every 1-on-1 or team meeting
When people know the score, they play different (read: better).