For over half a century, managers have been complaining: "HR won't let me fire this guy." This myth - and yes it is a myth - is so common that experienced managers teach it to new managers, and it affects entire firms' performance management systems much for the worse. The reason so many managers can't fire people is not because they can't. It's because they don't want to do it the right way, and they want to blame HR.

For over half a century, managers have been complaining: "HR won't let me fire this guy." This myth - and yes it is a myth - is so common that experienced managers teach it to new managers, and it affects entire firms' performance management systems much for the worse. The reason so many managers can't fire people is not because they can't. It's because they don't want to do it the right way, and they want to blame HR.

Too many managers make the mistake of thinking they have to be a "tough" interviewer. They think that interviewing is adversarial. They think they need to apply pressure to see how candidates react. But in fact, positive interviewing is much more effective, both in terms of outcomes and in terms of offer acceptance rates.

Too many managers make the mistake of thinking they have to be a "tough" interviewer. They think that interviewing is adversarial. They think they need to apply pressure to see how candidates react. But in fact, positive interviewing is much more effective, both in terms of outcomes and in terms of offer acceptance rates.

If you want managing to be easier, learn to hire better. We've been saying it for two decades now. We normally put out positive guidance, about what to DO. In this series of casts, though, we address common misconceptions and mistakes most managers make when hiring. This guidance is about lack of preparation, which is an epidemic among managers. You can't be good at hiring if you're not good at preparation.

If you want managing to be easier, learn to hire

One of the most common things professionals say about managing is that they have a personal 'style.' But does that make sense? Is it reasonable to expect that with all the systems organizations employ, they should leave out how to manage others?

Development plans for directs are constantly talked about. You've read about them in the business news, especially for less experienced employees. They're recommended by HR. They don't work!

Our Hall of Fame guidance on how to think more creatively about annual planning goals.

Our Hall Of Fame guidance on how to start setting annual goals, and why we do not like "SMART" goals.