Hire Fast, Fire Faster

"Time heals all wounds," goes the old saying. But in business, especially for African startups, time bleeds money when you keep the wrong people. As an Ethiopian proverb warns, "A loose tooth will not rest until it's pulled out."

***

I've watched countless African founders sink their ventures by clinging to poor hires like a drowning man clutches at straws. They know these employees aren't right, yet they keep hoping things will change. Let me be clear: Hope is not a strategy. It's a slow poison that will kill your business.

***

You're probably bristling at the title of this article. "Fire faster? In this economy? With our unemployment rates?" I understand your hesitation. But by the time you finish reading, you'll see why this approach isn't just necessary—it's kind to your business and, surprisingly, to the employees themselves.

***

Let's face it: most African startups don't have the luxury of six-month recruitment cycles or multiple interview rounds. You need people yesterday. Your funding runway is short. Your network is your primary recruitment tool. Your cousin's friend needs a job. Your investor recommended someone. Your former colleague knows a person.

***

This rushed, relationship-based hiring isn't ideal, but it's our reality. As the saying goes, "When the desirable isn't available, the available becomes desirable." However, this reality doesn't mean you should let poor performance linger.

***

"Give them time," you tell yourself. "They'll improve." Meanwhile, your startup bleeds money like a leaking Ghana must go bag. Every month you wait is another month of salary, another month of lost productivity, and another month of damaged team morale.

***

You can train for skills. You can develop competence. But attitude? That's like trying to straighten a dog's tail – no matter how long you hold it straight, it curves right back. As we say in Nigeria, "A snake's child will always crawl."

***

When you keep underperforming employees, particularly those with attitude problems, you pay more than just their salary. Like a rotten mango in a basket, they contaminate your entire organization. Here's what you're paying for:

1. Low team morale as others carry extra weight

2. Lost opportunities as projects drag or fail

3. Damaged client relationships

4. Time spent managing and "developing" someone who won't change

5. Cultural pollution that drives away good talent

***

Think about the last time you were in the wrong job. Remember that gut-wrenching feeling of not measuring up? The stress of trying to be someone you're not? By keeping poorly fitting employees, you're not doing them any favors.

***

As the Swahili proverb says, "An empty tin makes the loudest noise." Problem employees often mask their inadequacies with complaints, excuses, and attitude problems. Letting them go faster allows them to find roles where they can succeed.

***

The Four Non-Negotiables

Before you fire anyone, ensure they've fallen short in at least one of these areas:

1. Values alignment

2. Basic competence

3. Learning attitude

4. Team spirit

***

You can teach someone to use your CRM software. You can't teach them to care about customers. You can train someone in project management. You can't train them to have integrity.

***

When you spot a misfit, especially one with attitude problems, act decisively. Here's why:

1. Your company is too small for toxic behavior

2. Every day you wait costs money and morale

3. The problem rarely improves with time

4. Good replacements take time to find

***

Yes, hire fast when you need to. Use your networks. Trust your gut sometimes. But when you realize you've made a mistake, correct it quickly. Like cauterizing a wound, it hurts initially but heals faster.

***

Set clear expectations early. Document performance issues. Have direct conversations. Give specific feedback. But don't drag out the inevitable. Your business is like a young baobab tree – it needs the right conditions to grow strong.

***

"The best time to plant a tree was twenty years ago. The second best time is now," says an African proverb. The same applies to fixing hiring mistakes. The best time to fire an underperforming employee is when you first notice the problem. The second best time is now.

***

Your startup isn't a rehabilitation center. It's not a training ground for attitude adjustment. It's a business that needs to succeed. Every day you keep the wrong person is a day you deny opportunity to the right person.

***

Remember: You can recover from firing too quickly. But firing too slowly? That's how companies die. Like the Kenyan runners who lead the world in marathons, sometimes you need to pick up the pace to win the race.

***

Be quick to hire when necessary. Be quicker to fire when needed. Your business's survival depends on it.