Why is Everyone Talking about Hiring?

28 Nov

Managers hate firing their employees, but Michael Maddock and Raphael Viton suggest they do it more often. An earlier blog post discussed how a few bad apples could ruin the whole bunch. Maddock and Viton go far beyond getting rid of slackers and employees who are disrespectful, suggesting three personality traits managers should look to remove from the workplace. A work environment meant to foster creativity and innovation has no place for Victims, Nonbelievers, and The know-it-alls.


Victims are often angry and annoyed from the minute they step into work for the start of their shift. Victims are always talking in a negative manner, asking why me or stating that they are not paid enough. Statements like these often have a spillover effect on other employees bringing down the whole work force.


Henry Ford famously said, “If you think you can or think you cannot, you are correct.” Nonbelievers do not push the limits of what is accomplishable, only getting by doing the bare minimum and shutting down creative ideas along the way.

The Know-it-alls

“The best innovators are learners, not knowers” (Maddock and Viton, 2). Learning by trial and error is fundamental to developing new ideas and making new discoveries. Know-it-alls lack the experiences that result from failing because they never take any chances themselves.

It is time to take the fear out of firing. Individuals with poor personalities and work habits kill creativity and innovation. Now more than ever are these two factors crucial for a successful company. Potential lawsuits and finding a replacement often frighten managers from removing hurtful employees. However, the benefits of a fun, energetic, and creative workplace outweigh the downsides. Now more than ever is the time for managers across the country to send a clear direct message. It is time to tell America’s employees that anything less than the best is unacceptable.

by David Williams


3 Responses to “Why is Everyone Talking about Hiring?”

  1. Stacey L November 29, 2011 at 1:25 am #

    Although it would be beneficial to fire bad employees more often, the company would also incur high costs associated with severance packages and could potentially foster an environment of fear for the rest of the employees. Perhaps a better strategy would be taking preventative measures such as doing a more thorough screening during the hiring process that specifically target the three undesirable employee traits.

  2. Gregory Porter November 29, 2011 at 2:24 am #

    Nice post, David. I agree with you 100%. Although Stacey brings up a good point of higher costs, especially in smaller companies, a few bad employees can severely hamper profitability and the creation of a “break-through idea.” However, I do think it is important to not fire someone too quickly and maybe instead give the employee feedback. Once he/she knows what part of his/her attitude must be fixed, the manager can observe if any changes in behavior are made. If the employee continues the undesirable behavior, then it would make sense to fire the employee. As you stated, although it is never fun to fire an employee, it is a necessary evil that managers must be OK with doing.


  3. Michael Cohen December 1, 2011 at 12:50 am #

    David, I would argue that this post could go even further. In certain workplace situations, firing someone who is simply not a good fit might be advantageous. The standard for employment shouldn’t be “not a detractor.” Firms should be intent on only maintaining employees who add something to the business beyond the minimal requirements of their jobs.

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