You know what's more expensive than a bad hire? A great hire you set up to fail.

Welcome, Pivoter! In Part 2 of this series, April dives into the five most common reasons new hires fail in small businesses — and, more importantly, how to stop repeating those mistakes.

Drawing from Who, Topgrading, and real small-business case studies, she unpacks what actually derails your new hires: lack of clarity, rushed processes, weak onboarding, and the avoidance of tough calls.

This episode is your small-business hiring playbook — practical, tough-love, and designed to help you build a team that performs, grows, and sticks around.

Key Takeaways 1️⃣ No Clear Role or Scorecard

Most small businesses hire for a vague "we need help" problem. Without a clear scorecard—outcomes and success metrics—your hire has no idea what winning looks like.

2️⃣ Culture Misfit

In lean teams, one bad attitude can tank culture faster than any skill gap. Hire for values first, skills second.

3️⃣ Rushed or Poor Hiring Process

Reactive hiring ("we need someone now") leads to "warm body" hires. Structure your process. Use reference checks, repeatable interview questions, and patience.

4️⃣ Lack of Onboarding & Milestones

Even great hires fail without structure. 30/60/90-day milestones and regular check-ins are your early warning system.

5️⃣ Owner Avoidance of Tough Decisions

Hanging onto a bad fit because of time or money invested only drains morale and momentum. Move on fast — sunk costs are still costs.

The Pivot Playbook: How to Prevent Failures

✅ Build a Scorecard Before You Hire Define outcomes and success metrics before posting the job.

✅ Hire for Culture First, Skills Second A bad attitude sinks ships — values alignment keeps them sailing.

✅ Use a Structured Hiring Process Consistency beats gut feeling every time.

✅ Onboard With Milestones Weekly check-ins, clear feedback, and 90-day checkpoints create accountability.

✅ Fire Fast When It's Not Working Courage now prevents chaos later.

Quotes

"Good people want to know what it means to be good in your organization."

"A-players crave clarity. If you don't define success, you can't expect them to deliver it."

"The cost of keeping the wrong person is always higher than the cost of letting them go."

Conclusion

Bad hires aren't random — they're predictable. And if they're predictable, they're preventable.

Define success. Protect your culture. Stay disciplined. That's how small businesses attract A-players and keep them.

🎧 Listen now, and don't forget to grab your free "Avoiding Bad Hires" Checklist at www.theaprilgarcia.com/podcast

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🔥 Step Into the Room with April Garcia This is your chance to secure a complimentary 20-minute strategy call with one of the most sought-after performance and business coaches. Bring your biggest challenge, and walk away with clarity, strategy, and next steps. Opportunities like this don't come often. Claim your spot now before they disappear.

👉👉 Connect with April here:

Website: https://www.theaprilgarcia.com

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