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cover of episode How to Know If It’s Time to Let Someone Go | Ep 288

How to Know If It’s Time to Let Someone Go | Ep 288

2025/6/20
logo of podcast Build with Leila Hormozi

Build with Leila Hormozi
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Leila Hormozi: 我认为解雇员工不应被视为一种惩罚，而是一种战略决策，旨在保护公司、维护我们的使命和价值观，并防止不合适的员工拖累那些表现出色的团队成员。如果我允许不合适的员工继续留在公司，实际上我是在消极地做出选择，损害公司其他员工的利益。我意识到，没有什么比因为内疚而继续雇佣不合适的员工更糟糕的事情了，因为这会让整个团队为我的恐惧、逃避和焦虑付出代价。我创建了FIRE框架（Fail to perform, Ignore values, Reject feedback, Exhibit apathy），帮助我的团队评估是否应该解雇某人。如果员工符合其中两个或更多条件，那么通常就应该考虑解雇了。此外，我还提出了DRAMA测试（Disrespect teammates, Relish in chaos, Avoid accountability, Make everything personal, Act like a victim），用于评估那些给公司带来负面影响但难以捉摸的员工。最后，我强调需要区分员工的问题是“感冒”还是“癌症”，前者可以通过指导和支持来解决，而后者则需要立即移除。

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Leila Hormozi discusses the difficult topic of firing employees, emphasizing that it's a strategic business decision, not a punishment. She shares personal anecdotes about past firings, highlighting the emotional toll but ultimately defending the necessity of letting go of underperforming or disruptive employees for the good of the company.
  • Firing is a strategic move to protect the company, mission, values, and high performers.
  • It's a skill, not a failure of the manager.
  • Avoiding firing out of guilt hurts the rest of the team.

Shownotes Transcript

In this episode, Leila Hormozi (@LeilaHormozi) breaks down how to make one of the hardest decisions in business: Firing someone, but through a clear, compassionate, and strategic lens.

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