Dear SaaStr: How Do You Deal With an Unreliable Co-Founder?
You first try to move them into an individual contributor role. ?If that doesn’t work, then move them out.
But if they are great or at least, were -- at least try to fix it. Try to talk about it. And bring in a third party to talk to you both together. Don't move on until you've tried everything here.
Then, if they still aren't showing up anymore, it's time to move them into a different role.
This is one of the most frustrating outcomes, when a very talented co-founder becomes “unrealiable”.
You should try to keep them, if you can, and they don’t become a negative influence on the company. ?Because they know so, so much.
But what “unreliable” really usually means is they just aren’t as committed as you are. And oftentimes, that’s completely logical.
Startups are so hard, and it’s so hard to see success in the early days. It’s logical one co-founder may be less committed, and become “unreliable”. Especially if you are working for $0 or a very low salary.
It’s almost un-fixable, however. You can try to transition them out. Or you should at least not have them manage anything. That lack of reliability will translate into a toxic culture of folks who are less than 100% committed.
A related post here:
(President/CEO/Founder) MONTANA REALTY COMPANY GLOBAL LTD. | Tech Design and Real Estate Assets (AUM)
3 天前At the end of the day, if I choose to take them in , as a leader I should have already assessed, and know who I chose already knowing that they are unreliable for certain things where I will focus on the reliable part. I always choose to outwork everyone, as my work ethic will speak volumes, and show example. My drive should show mentorship, where to let him go would only show a lack of loyalty, leadership, and poor coaching and lack of training. We're salary should be commission based on net operating income , and equity , he will have no choice to be motivated or quit. were if a base salary was chosen poor judgment from a CEO , by my fault not spreading a healthy business culture.