antn

We fired ~40 sales people out of over 1,500 in our go to market org. That’s a normal quarter. When we’re doing performance management right, we can often tell within 3 months or less of a sales hire, even during the holidays, whether they’re going to be successful or not. Sadly, we don’t hire perfectly. We try to fire perfectly. In this case, clearly we were far from perfect. The video is painful for me to watch. Managers should always be involved. HR should be involved, but it shouldn’t be outsourced to them, No employee should ever actually be surprised they weren’t performing. We don’t always get it right. And sometimes under performing employees don’t actually listen to the feedback they’ve gotten before we let them go. Importantly, just because we fire someone doesn’t mean they’re a bad employee. It doesn’t mean won’t be really, really great somewhere else. Chris Paul was a bad fit for the Suns, but he’s undoubtedly a great basketball player. And, in fact, we think the right thing to do is get people we know are unlikely to succeed off the team as quickly as possible so they can find the right place for them. We definitely weren’t anywhere close to perfect in this case. But any healthy org needs to get the people who aren’t performing off. That wasn’t the mistake here. The mistake was not being more kind and humane as we did. And that’s something @zatlyn and I are focused on improving going forward.

@AlexaKayman @nikitabier Nobody is going to acq. Gas. It’s users will all eventually churn out. Doesn’t seem that the product has long term value for any user.

Golden Insight Q&A with @rrhoover, Founder of Product Hunt. In this thread, he shares how to prove an idea as viable, assess what feedback is worth considering, and maintain community engagement with @julesterpak