How about the reverse of this? Had to let go of 2 people because I do not know how to hire (apparently) as the people I hired looked good on resume, did ok in interview (but I may also be bad at that) but could not really perform the work ("simple" LEMP stack)
I’m curious, what were your interview strategies? What was it like when relatively simple work wasn’t getting done? Was there much communication, clarity, or accountability, or was it more opaque and drawn out without much communication or transparency around what was getting done?
I’ve worked with teams to address those problems in the past, especially in a remote context. It’s really hard, but it’s certainly possible to make it work. In many cases we managed to turn around “bad hires” and get people fairly productive with the right strategies, but it took a lot of work.
I wonder if it could be that with so many layoffs, people are applying to and accepting offers for jobs they don’t actually want out of desperation. Perhaps they’re perfectly capable of the work, but they aren’t engaged because they aren’t where they feel like they should be. No intrinsic motivation, thinking about other jobs (maybe even still searching for other jobs), burned out on being unhappy, etc. That’ll turn down performance for most people.
It’s hard to say! Having a bad time hiring is legitimately tough to deal with. For you, for the other employees, for the people who end up being fired… It can be turned around, though.
