"Is someone on your team a bad fit?" with Rosa Ponce de Leon, Leadership Strategist

“Is someone on your team a bad fit?”

Building a bulletproof work culture is one of the biggest assets you can invest in as a business owner. It creates an atmosphere of trust, accountability, and it provides an open door to authentically talk through issues that impact your bottom line.

As a business owner, people are your most valuable asset. If you go through a string of bad hires, the costs to replace them can be astronomical. Often when people don’t thrive there is an inclination to keep nurturing them until they are able to contribute at the desired level.

But sometimes, it’s more beneficial for you and your team to identify when a team member isn’t a good fit and severe ties. Here are some red flags to keep an eye on if you have a potential misfit on your team:

  • Disengaged or Bored – This might show up as them feeling like they aren’t being challenged in their role or that every task is tedious and they have to right to get through it. Either way, there is a lack of passion or enthusiasm.
  • Lack of Improvement – Let’s be honest, not everyone is a super star, but there is a certain level of competency each member of your team should meet or exceed. If they receive actionable ways to improve but don’t make progress, that’s a sign they aren’t interested or are incompatible in making improvements.
  • Skills or Personality aren’t a good fit – Sometimes jobs change over time and the person filling the position no longer has the right temperament or skillset to thrive in the new role.  


That’s why I created the VOICE signature framework. Together we create an environment where high-performance teams can complete any mission together. Once you find your VOICE, you’ll be able to:

  • Successfully cast your vision to your employees and bring everyone into alignment on mission critical decisions that will make your organization run more efficiently.
  • Equip, train and inspire your employees to take ownership of their performance and become self-led teams who perform at a higher level under pressure and in day-to-day settings.
  • Develop bonds with your employees that build trust so that conflict can occur in healthy ways to solve disagreements and bring deeper levels of understanding and raise up future leaders.
  • Communicate inherent value to each member of your staff and retain your top performers reducing burnout and job dissatisfaction, and raise commitment levels.
  • Encourage personal and professional development and reward them for their hard work and partner with them to achieve a personal sense of fulfillment.


If you’re ready to make the changes your business needs, schedule a free strategy call to see how we can pinpoint the problem and set you on the path to success.


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