One Insight

If we’re going to build a culture that actually means something, we’ve got to be honest: not everyone’s going to be a fit (aka the right person). And that’s not a bad thing. It just means we’re being clear about who we are and what matters.

It’s tough. I’ve worked with people I genuinely liked, but deep down, I knew they weren’t the right fit. And when we hang on too long, hoping it’ll somehow work out, it usually doesn’t. It just drags things out for them and for us.

To build something great, we have to do two hard things: let go of people who don’t fit, and be really thoughtful about who we bring in. It’s not about being perfect. It’s about being honest. Culture isn’t built in a meeting or with a slogan. It’s built in the day-to-day stuff: how we treat each other, how we handle stress, how we show up.

And then when the right people are around—people who get it, who care, who live the values—it feels different. It’s lighter. There’s trust. There’s energy. Work doesn’t feel like a grind all the time. That’s what we’re after. And to get there, we have to be okay with the fact that not everyone’s going to come with us. That’s not failure. That’s how we know we’re building something real.

One Story

When a long-time secretary was underperforming and seemed mentally absent, the employer had to make a tough decision. The employee was generally liked and got along with the team but the employee just wasn’t engaged and always seemed to be thinking of other things. Replacing the role with someone new wouldn’t be ideal, as the person’s knowledge of the job was high-level. 

However, based on the continued performance drop-off and decreased culture fit of the absent-minded secretary, the employee had to be let go. Not an easy thing for either side, but sometimes a bad fit that gets removed can turn into something great for both sides. 

The company in this example was able to re-establish a more vibrant workplace for its team with a new hire that fit better. The employee that was asked to leave was also able to pursue a different fit more suitable for her needs and aspirations. As a secretary, she was known as Joanne, but you would recognize her from her current pen name, J.K. Rowling, global best-selling author of the Harry Potter series. 

People benefit by being in the right fit doing something they love. Sometimes, letting go is the most generous thing we can do—for the person and for the team.

One Question

If culture is built one decision at a time, what decision do you need to make next?