One of the most costly and toxic mistakes you can make in building an organization is hiring people who do not fit or deliver. Especially at the management level. Bad managers that don’t fit tend to hire more bad people who don’t fit. Not a good situation to be in. If you continue to grow without amputating the infection, you might find yourself with a heavily weighted and unhealthy organization. Don’t do it. Never compromise on hiring. Make sure at any cost that the people you are recruiting can do the job and fit in. It’s worth hard questions. It’s worth confrontation and debate. It’s worth negotiation. Do not be afraid to be absolutely sure.
My biggest failure as a manager occurred when I did not hear the needs or woes of my team. I did not pay attention, did not read stressed faces and paid mind only to my own tasks. Your core mission as a manager? Get results out of others. If you do not understand your team because you have not listened to them, then you cannot possibly know their strengths and weaknesses enough to optimize results. You cannot tap into people’s drive if you have no grounds to empathize with them. It takes time and energy to “be there” for your team. It takes patience to hear every word and understanding to process everything. It often takes forgiveness and humility to avoid taking things personally. It takes regular interaction to stay current (people change, after all). More than anything else, it takes open ears. Listen to your team, hear them out. If they don’t speak, ask questions. Schedule a meeting. Go out for drinks or a meal. Whatever it takes to make your people comfortable enough to speak their mind.