The "Tallest Pygmy" syndrome comprises ten basic hiring mistakes that I see companies making over and over again.
Major Hiring Issues
To get the most from attrition, use carcass management
When people resign or are terminated for poor performance, there is a temptation to replace them immediately. Your managers often come to you saying that it is essential to hire a replacement if the department is to continue to run properly. This may indeed be the case, but there are a number of good reasons to wait before pushing the button to go out and hire somebody else.
It is important to identify the weaker performers in your organization but managers tend to grade people too highly and this can make the process difficult to implement. One good way around the problem is to force a bell curve on your managers.
Boat owners will know that you have to scrape the barnacles off the hull of a boat at regular intervals to improve performance. The same is true of a business, and the barnacles are under-performing employees.
Every year, the CEO should look at the employee base, identify who are the least productive and terminate them. In larger companies it is the bottom 10%. In smaller companies, it may be as few as one employee.
Many elected politicians have term limits because they tend to get stale in their position and it is important that the incumbent brings new ideas and energy to the position. Moreover, it is very difficult to defeat an incumbent, and sometimes forcing them to stand down is what is in the best interest of the electorate.
One of the most frequent complaints I hear from business owners is that their employees are holding them back. They say that their people have no common sense - but they keep them because good employees are so hard to find and hiring is such a lottery.