Ep 697. Why a New Hire’s Failure is 100% Your Fault with Sam Gembel
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Key Takeaways
Clearly define success for every task and role, especially for new hires, to avoid miscommunication and potential failure.
Avoid placing employees in leadership roles they don't want or aren't suited for, and don't assume they will grow into it over time.
Recognize that not all employees share the same level of ambition or 'why' as the owner; tailor growth opportunities and expectations accordingly.
As a leader, your primary responsibilities are setting the company vision and establishing the culture's tone; everything else can be delegated.
Employees don't need to personally believe in your vision, but they must believe that *you* believe in it to rally behind you.
Take 100% responsibility for a new hire's failure in the first 90 days, as it often stems from inadequate training or unclear expectations.
Implement consistent accountability across your team. Tolerating poor performance from some employees will demotivate high performers.
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