Had one very toxic guy, but tried to be tolerant maybe for too long. As a founder I thought I don't have at this moment any other option as to stick with this person. As he knew enough details to operate. If I want to change him, I need to go back 1-2 months and teach someone else same things. Problem was that in the same position I hired two people. And both were not performing well. Maybe second person was less toxic. The worst part I saw this after the first week, but I needed new hands immediately. 5 months later I needed to fire both as performance was awful. Needed go and correct everything after them.
Later I listen to this podcast and for me this was eye opener. Never thought about persons toxicity. Now I know and if I see any part of it - I say good bye without any doubts.
I still have similar situation on performance base with two others, but at least as a persons they aren't toxic. At the moment can't find change for them. On one hand I know I would like to fire them if I have right replacement, on the other hand I know how much work waits for me to put new person in that position.
Ok I also would like to share what solution we found to avoid such situations in the future. We prepared company culture guide. This let us to identify characteristics what we want to avoid. We added specific questions to our hiring questionnaire and if we see from the beginning that person does not fit our culture and values we just reject this candidate, even he or she is the best from professional level.
Had one very toxic guy, but tried to be tolerant maybe for too long. As a founder I thought I don't have at this moment any other option as to stick with this person. As he knew enough details to operate. If I want to change him, I need to go back 1-2 months and teach someone else same things. Problem was that in the same position I hired two people. And both were not performing well. Maybe second person was less toxic. The worst part I saw this after the first week, but I needed new hands immediately. 5 months later I needed to fire both as performance was awful. Needed go and correct everything after them.
Later I listen to this podcast and for me this was eye opener. Never thought about persons toxicity. Now I know and if I see any part of it - I say good bye without any doubts.
I still have similar situation on performance base with two others, but at least as a persons they aren't toxic. At the moment can't find change for them. On one hand I know I would like to fire them if I have right replacement, on the other hand I know how much work waits for me to put new person in that position.
Ok I also would like to share what solution we found to avoid such situations in the future. We prepared company culture guide. This let us to identify characteristics what we want to avoid. We added specific questions to our hiring questionnaire and if we see from the beginning that person does not fit our culture and values we just reject this candidate, even he or she is the best from professional level.