Winners like to work with winners; losers like to work with winners; but winners don't like to work with losers. Who are the losers? Ironically, many times it's not those who are performing at a sub-par level; they often can be coached and supported in ways that help them improve their productivity.
More frequently, it's those who violate the norms of the organization and can't manage by the values shared by others. In the context of the organization and its culture, they are regarded as "Jerks" (or similar more flavored descriptions) by their colleagues ... jerks who are tolerated because of the ability to "make the numbers." But most often, the "losers" are simply those who are not inspired and excited about the business, who go about performing the necessary but not the extra.
Now is the time to let go of the losers, thereby raising the average level of talent in the organization. That doesn't mean a freeze on hiring, however. Instead, it may be a great time to take advantage of a depressed talent market by making a few strategic hires of long-sought candidates from competitors or other organizations.
More frequently, it's those who violate the norms of the organization and can't manage by the values shared by others. In the context of the organization and its culture, they are regarded as "Jerks" (or similar more flavored descriptions) by their colleagues ... jerks who are tolerated because of the ability to "make the numbers." But most often, the "losers" are simply those who are not inspired and excited about the business, who go about performing the necessary but not the extra.
Now is the time to let go of the losers, thereby raising the average level of talent in the organization. That doesn't mean a freeze on hiring, however. Instead, it may be a great time to take advantage of a depressed talent market by making a few strategic hires of long-sought candidates from competitors or other organizations.
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