Morning, everybody. And I hope you’re off to a great April.

Today I thought I’d talk a little bit about making mistakes. And although we don’t like to brag about them, and we certainly don’t offer them up very often, it’s important to look at them and learn from them. And unfortunately, several times in my career now, I have made one very big mistake, and that is keeping the wrong person in the right seat.

So what do I mean by that? When we determine a role, that we need to hire a new position at Brokers International, we start to write down the top five to seven things we’re going to hold the role accountable for. What are we actually paying this person for? And once we’ve determined that, we then go back and say, What does this role, these five or seven accountabilities, what do we need to do? Right?

So what kind of experience does this person have? What kind of skill set do they have? Are they management material or have they managed people in the past? You get the idea. And then we go on a search. And of course, this can be a time-consuming process and an expensive process. And you hire someone, you have to get them acclimated to how you do business, maybe start building a team and get them activated to their team. And a few months go by. And you might realize this person isn’t the person I thought I hired, and they’re not a good fit in the role.

And that is some huge huge impact to your business. So first, let’s talk about just morale. Nobody likes to work with someone who isn’t filling the role. Maybe it’s micromanagement. Maybe they’re not a team player. They don’t have the skill set you thought they had or they have a fraction of it, but really don’t understand the role. 100% and it’s really getting tough to get there.

So you’ve made a wrong hire. Now what? Act quickly. So once you’ve determined this is the wrong person in the right seat, which is different than the right person in a wrong seat. And I’ll talk about that in a second. You’ve got to take action. Either start to performance manage them up, or performance manage them out. Because that detriment to the company could lead to poor service could lead to increasing frustration and lack of productivity.

So do your best to consider your options and work to get them out quickly.