Cindy Alvarez directs user experience at Yammer. At the Failcon conference this week she did an insightful if uncomfortable talk about the five types of people she should have fired sooner.
Cindy Alvarez在Yammer公司负责用户体验。她在本周的一次会议上提出了一个很具有洞察力的看法，当然这也让人感到不太好受，那就是公司里老板应该趁早解雇的五种人。
1.The Early Hire: These are the people who begin working at a startup in its early days before the company knows what it will become. Over time, the business changes and suddenly that early hire does not quite fit in. It’s a tough situation for both parties but if the person is not the right fit anymore then it is even worse to put off the inevitable.
1.“开国功臣”型员工：这类员工在公司成立初期就已经加入了进来，当时的公司还不知道今后会发展成什么样子。随着时间的推移，公司业务发生了变化，而那些“开国功臣们”已经不再适应公司的发展了。这种情况对于公司和员工本人来说都很挺麻烦。但是如果员工真的不合适的话，那么就长痛不如短痛吧。
2.The Artist: The artists are common in startups. They are passionate and enthusiastic. They have great ideas. But when things don’t go their way, they drag their feet. They stop turning work in on time. The passion is not there. They will say: ”This is just not interesting to me.” They argue a lot if their idea does not get adopted. Their strong views tend to impact the team who tend to tiptoe around them due to their unbending views. At some point you can’t keep them around.
2.“艺术家”型员工：在创业型公司中，“艺术家”型的员工是很常见的。他们有激情、有活力，也有想法。但当事情不按照他们的想法发展的话，那么他们就会拖后腿了。他们不能按时完工，因为他们的兴趣不在那里。他们会说，“我对这不感兴趣。”如果他们的点子不被采纳，他们会为此争论不休。他们的强势会让团队中的其他成员战战兢兢。到了这时候，这样的“艺术家”型的员工就不能留。
3.The Structured One: These are not startup people. They may have the experience and built product like what the startup is developing. But they are not flexible enough to adapt to the ever-changing need to pivot, to do something that may not fit with their rigid views.
3.“墨守成规”型员工：这类员工不适合创业型公司。他们可能经验丰富，可能开发过公司正在研发的产品。但他们不够灵活，不能适应公司的发展进程，不会去做一些与他们保守的想法相悖的事情。
4.The Hand-Me-Down: The hand-me-down is desperate to get away from their boss and the boss wants to get away from them. They are not incompetent but they consistently make little mistakes that add up. Those mistakes have a deep impact on the rest of the team.
4.“鸡肋”型员工：这类员工是绝对不会离开公司，但确是公司绝对需要解雇的一类人。他们办事能力不高，小错不断。这些小错加起来会对团队中的其他成员产生不良影响。
5.The Failed Promotion: This is the person who delivered value in previous roles but in their new job they are just not cutting it. The person, the new role and the point in time of the startup may all contribute to the poor fit. It’s a step backward for the person to go back to their old job. Let them go and they may find a better role with a new company that better fits their skill sets.
5.“阿斗”型员工：这类员工往往在之前的工作中表现出色，一旦升职到新的岗位后就成了“扶不起的阿斗”了。这类员工和岗位不匹配的问题，有可能与员工自身能力、岗位设置和任职的时间有关。解决办法就是，要不让他回到原来的岗位上去，要不让他走人，去新的公司找到更适合他的位置。
Alvarez makes it clear that to survive you need to cut people out who don’t work and cut them out fast. It’s better for them, for the founder and the overall organization.
Alvarez的建议是，你需要趁早解雇这些不适合的员工，越快越好。这样对他们好，对投资人好，对整个公司都好。