You've Made a Bad Hire. Now What?

Everyone makes a bad hire at some point in their career. Intuitively you know when you've made the mistake, but as leaders, we tend to look for the best in people, believing we can change the situation or the person. The truth is, the longer you wait, the bigger your problem will grow so it is important you prioritize your decision-making vs. avoiding the very difficult truth.

‍

Don’t Let It Linger

‍The worst thing you can do is delay. A poor hire doesn’t just impact you—it drags down your whole team. Give it a quick, honest assessment. Why isn’t it working? Is it a skill gap, a cultural fit issue, or a fundamental misalignment with the role? Understanding the “why” dictates the “what” and how you move forward. The most important thing is you do this assessment and take action quickly.

‍

‍Demote or Terminate? ‍

You’ve got two choices: adjust their role or let them go. Below are the most common reasons people do not meet expectations and how to determine which path to take:

• Skill Gaps & Over-Promotion: If they're struggling to meet the demands of the role despite your support, assess whether they're simply in over their skis. A demotion to a position that matches their current skills might help them rebuild and contribute effectively.
• Misalignment in Culture or Drive: A cultural mismatch can be a deal-breaker. If they're not aligned with your team’s values or lack the initiative needed for your company, it's time to move on.
• Overselling Themselves in the Interview: A great interview doesn’t always translate to job performance. If there’s a clear gap between what they promised and what they deliver, and it’s not just an adjustment period, letting the employee go is necessary.
• Negative Team Impact: If this hire is affecting team morale, productivity, or causing tension, you need to move quickly. A single person can have a huge amount of influence on your culture and performance, so quickly make the change before more damage is done.

‍

Having Hard Conversations

‍Nobody likes hard conversations but they are one of the essential skills every great leader must master. When you decide which direction you want to go, have the conversation with empathy and clarity, considering how the employee will feel, but put your company's needs above all.

• Be Direct: Rip the band-aid off. Be honest, and don’t sugarcoat. Let them know exactly why this isn’t working and what the next steps are.
• Support Where You Can: If it’s a demotion, outline the new role, expectations, and support available. If it’s a termination, provide resources for their next steps—whether that’s resume help, networking, or just a solid reference (when appropriate).
• Quick and Clean: If it’s time to part ways, do it fast. Be compassionate but firm, and give the person a chance to find a better fit—somewhere they can thrive.

‍

Your Team is Watching

‍Remember, as a leader, your team is watching everything you do. Your response to this situation sets the tone for your company culture and how you expect your managers to act. If you want a culture that prioritizes excellence and alignment, you have to make tough decisions to protect it. It’s not about making the right decisions every time. It’s about being able to course-correct quickly, with confidence and integrity.

‍

You've made a bad hire—own it, act on it, and keep moving forward.