Hiring, Firing, and Systems (Controversial)

It’s Friday! Let’s get CONTROVERSIAL 👇

Yesterday, I came across this powerful quote from Dave Kline:

“There’s nothing worse than a manager rewarding their BEST PEOPLE with MORE WORK because they’re too afraid to hold their UNDERPERFORMERS accountable.”

I believe this isn’t just a catchy line—it’s a reality check for many businesses!

Once a SYSTEM becomes STABLE, changing it is incredibly DIFFICULT.

This is especially true for people and organizations—both are complex systems.

The longer a system lasts—even a flawed one—the harder it is to change.

WHY? 

Because it builds momentum, which in turn creates RESISTANCE.

You’ve got to keep the system MOVING!

HOW?

By cultivating two key elements:

1️⃣ Clear Purpose = Identify your CORE, the strategic components that truly matter.
2️⃣ Never-Ending Improvement = Always look for ways to do things faster, better, and more profitably.

Without BOTH, you risk: 
– Changing what shouldn’t be touched or, 
– Falling into the trap of doing things “the way it’s always been done.”

You MUST figure out what you’ll “never” change, and what you’ll “always” strive to improve.

👉 Back to my point:

This is why “HIRE SLOW, FIRE FAST” isn’t just old-school BS.

I know it sounds harsh, and I don’t enjoy it.

Being fired isn’t “just a setback”—it’s a personal blow.
It brings fear, self-doubt, and sleepless nights.

But this isn’t about being ruthless—it’s about being REAL.

Real with the person, your team, your business’ future.

⚠️TO BE CLEAR: “Being real” doesn’t mean “sacrifice empathy, long-term growth, or employee well-being.”

But it’s a tough world out there, and it’s getting worse.

We may agree or disagree, REALITY doesn’t care.

Hiring is one of the MOST IMPORTANT decisions in business.
Get it WRONG, and the consequences can be massive.

Holding ont someone who’s NOT the right fit drags everyone down.
The longer you WAIT, the bigger the problem grows.

Letting go quickly saves time, stress, and energy for EVERYONE involved.

You’re probably asking: Is there a PRACTICAL takeaway?

Try this HACK to test a new hire’s fit from day one:

→ Put them on a minor but meaningful project—one they can’t really mess up.
→ Tell them they can reach out to ANYONE at ANY TIME because “that’s the culture here.”

Then, step back!

→ Do they engage or not?
→ Ask questions or not?
→ How do they approach problems?

Give them the space to make decisions and build relationships.
Their true initiative will surface quickly.

Observe and don’t step in unless they ASK for help. 

✅They DO? Good sign! Shows openness and a willingness to learn.
❌They DON’T? You might have your answer.

Watch HOW, WHEN, and WHY they engage.

It will help you see IF they’re a good fit for your team and if they’ll thrive within your organization.

If not, the decision to let them go becomes easier.

Keep it honest. Keep it focused. Keep it moving.

Best,

Gaetan Portaels

Original publication date — November, 2024 (HERE)