A lot of things compete for an entrepreneur’s time, especially during the early stage of business. Therefore, it is important to make sure that you have an ‘A- team’ working in your business. As such, as an entrepreneur knowing how to build a team for your business is of the utmost importance.
Building a business with the wrong set of people can cause major setbacks for the business. You need to ensure that you select members of your team carefully; be thorough with the hiring process.
Here are tips to guide entrepreneurs through the process of how to build a team for your business.
Have a strategic vision for your business
Have clear objectives on why you need a team and what you expect from each member of the team. This gives you a clear idea of what to look out for when building a team.
Startups are hardly ever the first choice for job applicants
The pay and job security in startups is low compared to corporate institutions, this further narrows down the talent pool available for small businesses to hire from. Locate communities (online and offline) where potential members of your team hang out; social media, networking events or your personal network. This can help you easily find people with a passion for what you do, such people can be easily trained to get the job done.
Get them to buy into it. This draws commitment and builds passion in them to drive the vision.
The aim should always be to build a single unit
Each individual on the team should be dedicated to not only accomplishing their own tasks but that of their team mates. Team members should be able to wear multiple hats and adapt to the ever dynamic nature of startups. Introduce them to online tools for better organization and efficient communication internally and externally.
Team members should go beyond people on your payroll
Build your team to include people that provide you with support – advisory, investment, emotional (family and friends), vendors and a customer network.
Put together trainings and team bonding sessions
Create a work environment that rewards creativity and nurtures resourcefulness.
Do a thorough background check
On social media as well as google. This gives you an insight on what kind of team player they will be. It lets you in on what their views on life might be, as well as their character and moral conduct. Take this seriously as character/attitude is an important factor to consider when hiring as a startup.
The kind of positive energy members of your team can draw from.
If you don’t feel good about hiring a particular person on your team, don’t! If a candidate has all it takes for the role, but you feel off about him or her, let the person go. You always have to be on the same page with members of your team.
Wave Academies is a vocational training platform which aims to empower millions of disadvantaged West African youth. With skills that transform their mindset and employment opportunities that enhance their social mobility.
Misan Rewan is the founder of WAVE Academy. Born and raised in Nigeria, Misan plays a vital role in the transformation of Nigeria’s education and skill development sectors. She has worked in management consulting with The Monitor Group on a wide spectrum of projects in both the private and public sector. She also supported aspiring Ivoirian entrepreneurs through, TechnoServe’s Business Plan Competition; and developed a scholarship administration model as a consultant with the Center for Public Policy Alternatives in Nigeria. Misan supported Bridge International Academies’ international expansion strategy, and is a Draper Richards Kaplan Social Entrepreneur.
Noella Moshi is the Programs Lead at WAVE. She was on the founding team of African Leadership University (ALU) Education where she directed Marketing, and worked on the curriculum. Noella co-developed Goodbye Malaria, a social impact venture that works with private and non-profit organisations to eliminate malaria. She is a Mandela-Rhodes scholar, and a Praxis Fellow.
Ifeanyi Okafor grew up in Lagos, Nigeria. She is passionate about helping young people discover themselves.
Aissatou Gaye is a Senegalese citizen who works as a Finance Coordinator at WAVE. She is currently helping the organization draft its way towards financial sustainability through various revenue diversification and cost reduction strategies. Aissatou is also the co-founder of YAWcamp, a summer camp that focuses on developing critical, creative and proactive thinking among Senegalese youth.
Amina Lawal is the training operations coordinator at WAVE. She is skilled in communication, research and creative writing. She firmly believes that having the balanced 360 degrees life is possible and steadily strives to have such balance. When she is not working, Amina writes for various blogs.
We share the amazing story of these great women and how their awesome work at WAVE is creating the next generation of change drivers.
What was the driving force that lead to creating WAVE?
Lifting John Stott’s definition of vision as: a deep dissatisfaction with what is and a clear grasp of what could be, I’d say the driving force behind starting WAVE was a deep dissatisfaction with the state of affairs for West African youth.
There are over 40 million unemployed youth in West Africa, but beyond the statistics are real faces, people like you and I, whose reality is chronic unemployment, disillusioned poverty and a loss of dignity that leads to growing levels of frustration across the region.
WAVE was an attempt to stop complaining and to do something about it. So a few friends got together in a room and started designing a solution. Enter WAVE – an attempt to level the playing field for hardworking young people by teaching them the skills required to get a good job, increase their incomes and build a brighter future
What has been the biggest challenge(s) you’ve faced and how have you crossed each hurdle?
Biggest challenge faced has probably just been me dealing with my own insecurities (imagined and real) and coaching has been helpful in crossing the hurdle. I don’t hear enough leaders in this part of the world talk about their shortcomings and how they’ve built support networks to deal with them, and I’m no different.
So overcoming has been through everything, from having a coach who helps bring self-awareness to my “automaticities” (my default way of responding) and helps me generate my best self, to family and friends who “hold the space” for me to JUST BE (rather than DO), to the serenity prayer that helps me discern where to focus my brain cells, effort and anxiety. I could give you a laundry list of other challenges faced but the critical challenge/hurdle is dealing with me first so I can see most other challenges as opportunities for learning and growth.
What values have been crucial to your success in the business world?
Inclusiveness – Most of what drives me comes from a simple notion I’ve had since I was a kid, of not wanting poor people to be poor.
At WAVE today, this value translates as “Putting People First” – from the people we exist to serve, to our team who does the serving to our partners who support our service. Our clients see how we have designed our model, service delivery and feedback culture to put them first and so are able to be very forgiving when we slip up, give us feedback and grant us a second chance to make it right.
What principles and skills are necessary for young people to possess in order to excel in today’s world?
There are three things I think are important for success: Knowing your “why”: Understand what motivates you, and connect it to whatever work you are doing. For example, I care about learning for the sake of personal growth. That’s my “why”. As long as I am doing work that pushes me to stretch beyond my current capabilities, my “why” is being fulfilled.
Learning from everyone: Everyone has something to teach us, and if at any point we aren’t learning, then we need to look harder for the lessons. One of my favourite things about working at WAVE is that each person brings insights from their unique experiences; from the driver to an intern, to the people we serve.
Trusting yourself. No one knows you better than you know yourself. Take advice from everyone, but at the end of the day, whatever decision you make must come from you, so that you can stand by it. That way you avoid regret, and you avoid living someone else’s life.
What innovations have helped in achieving the set goal at WAVE, and how exciting is it to train young people of diverse background and see them become more equipped Africans?
Our goal at WAVE is to increase income for unemployed youth. We do this by screening youth for attitude and motivation, training them on employability skills, and then matching them to job opportunities, where they can earn while they learn.
Our most powerful innovation has been to integrate “paradigm change” throughout our process. End to end, we focus on helping youth to mentally connect the dots from where they are, to where they want to be. After WAVE, youth who had dreams but no belief that they could achieve them, can now see how their current efforts will lead them to the next step of the ladder to wherever they want to go. Their self-image also changes: After WAVE, they no longer say “I can’t do this”. Instead they say: “I can’t do this yet”. And that mindset shift makes all the difference.
What mechanism are necessary for facilitating trainings at the Academy?
A trainee must be between 18 and 35 years old, they must agree to the terms and conditions of the training. The trainer and the training operations coordinator must be physically and mentally ready. We make sure each training cycle runs at it’s optimum best.
What tools and support are relevant for young people in the course of their advancement and what kind of partnership would be vital to this?
We provide absolute in-house trainers and also external facilitators who are experts in their fields to train these young people. We also provide ”on the job” support for them, by arranging workshops, alumni panel and counselling.
A partnership with Google could help with the ICT angle, covering the fundamentals of computer skills and basic software they need to know about. Also, the social media angle, most of the jobs we get are evolving, so many of our employers want people with computer skills, or those who can use social media.
What support system has been relevant in helping WAVE thrive over the years?
The success of WAVE over the past three four years has been a combination of multiple factors. The level of engagement and passion from our staff to deliver a rigorous and excellent model. To make access to economic opportunities easier for young underprivileged youth, the financial support we receive from our funders and their commitment to the vision that we are after, and last but not least our employer partner network who are willing to hire based on soft skills, instead of proxies like degrees.
How impactful have the programs at WAVE been over the years, and what kind of investors are you looking to work with in the future?
WAVE’ s reach has grown a lot over the past four years. Since our inception in 2013, we were able to train over 1600 youth on employability skills and place over 800 of them on jobs in the hospitality and retail industries, of which a good number was able to double their income after a year on the job.
We however still have a long way to go to reach the numerous unemployed youth in Nigeria and across West Africa; we cannot do the job alone. We are currently codifying our magic to share with different stakeholders that could effectively reach our target market and bring about the change we want to see: a world where every young person is equipped enough to move up the economic ladder.
What’s the one phrase that resonates for WAVE and why?
The resonating phrase at WAVE is “Start small, Learn fast and Grow big”. The reason behind this is that we believe and understand that the soft skills we train on are vital to the achievement of career goals. Success is not achieve overnight, but it takes consistent conscious steps towards the achievement of success. WAVE is one of those conscious steps to career growth.
What recent achievements have re-echoed the growing impact of WAVE?
One of the recent achievements that re-echoes at WAVE is the increment of our Alums average Salary to N33,000. It is an achievement for us because this is what we set out to do; increasing the income of youth who do not stand a fighting chance in our economy today.
Tell us your favourite destination country?
My dream destination country is America because of the limitless career growth opportunities available.
Are you doing any impactful work to empower unemployed youth?
Twenty seven (27) year old Rutendo Beverly Mpofu, was born in Bulawayo, Zimbabwe. In September 2015 she started a basketball team, Lynx Ball Queens, with four other women, Tanya Kazembe, Celestine Karimbika, Sarah Kabiseni and Melisa Maganga. Beverly is the team captain and currently plays number 15. She also holds a Communications and Media with Management degree from Monash University in South Africa.
I joined a basketball ladies association team soon after my undergraduate degree, but realised we had different goals. This pushed me to start my own team. At first there was a lot of slacking and not taking things seriously.
But, after the loss of one of the team founders, we decided to be serious about the team. We joined another team called Hustlers in Mufakose, Harare and after a while we branched out on our own to become Lady Hustlers. We recently rebranded to Lynx Ball Queen.
We started out small with a group of about seven women and now we are more than 12. Our team is made up of women between 16 – 27 years of age. Within our first year we managed to make it to the top six in the national league with only seven players. It was really challenging but we were happy with the results. Last year (2016) we were number two. So I clearly see a great improvement.
Where do you get your sponsorship?
We currently do not have sponsorship, because a lot of people feel that there are no returns in basketball therefore they do not want to sponsor it. We have approached many people and Net-One (a telecommunications company in Harare) has given us t-shirts before. We take whatever small donation we get and are open to working for our sponsorship.
Because we do not have sponsorship, we purchase our own kits, and cover transportation costs to and from training and tournaments. A subscription fee of $10 is paid every month by each team member, but because of the current economic conditions we have agreed that people pay whatever they can. This is what is used for the basic running of the club.
Where does your inspiration come from?
My brother used to play since primary school. So that was my grand entrance into basketball. All the women on the team started playing when they were young, so it’s just a passion for most of us.
What does a normal day look like for you?
We train during the week but it is very challenging to get everyone in the same spot at the same time because of our many different commitments. We have players that are still in school and some work, so we have to incorporate training with other clubs that have venues with good lighting. This is so that we are able to train late into the evening. We generally try to put in work where we can.
On the day of the tournament, we do not train. We sit, talk and strategise and do warm ups 15 mins before a game. It also helps if we know the people we are playing.
Which women have been the most influential in your life?
My Mother. She continues to teach me that you can’t wait for other people to do things for you. You need yourself first before you need someone else.
When one gets on the court, they leave their quarrels on the line, they can always pick them up after if they choose. But basketball time is basketball time. One doesn’t have to be social but on the court there has to be unity. That being said, people don’t bring their problems on the court.
What personal traits are necessary for what you do?
A high basketball IQ. One should be able to take theory and apply it on the court.
A fighting spirit and perservance.
The ability to work within a team and realise that one cannot do everything by themselves.
Do you run a business in the sports industry?
If you’d like to share your story with She Leads Africa, let us know more about you and your story here.
Chuku’s is the world’s first Nigerian tapas restaurant based in London, fusing authentic Nigerian flavours and the best of Nigeria’s West African culture with the world. Founded by sibling duo Emeka & Ifeyinwa Frederick.
On founding Chuku’s
The sibling duo’s idea to create a food company, offering a variety of small plates of Nigerian dishes, was born out of growing up in a Nigerian household, and having friends who loved their home meals. This lead them to explore Nigerian cuisine, by fusing traditional recipes with food from their travelling experiences, and their experiences of being part of the diaspora.
Running the operations at Chuku’s
Every day is different for this team, with something new to be learned and done each day. They note that creating a routine is one of their main goals in the short term. But, their weeks are broken up into:
…Shape, size and scars. These are some of the common insecurities that massacre every shred of confidence one can possess. Women feel the pressure to weigh certain kilos, have a particular melanin shade and definitely a clear skin tone.
But trying to be something else is honestly a waste of who you truly are. You need to accept the areas that make you feel fragile and capitalise on your strengths. A beautiful soul called Valentine Mabaso embraced her own scars and now gives hope to all those who feel trapped by their skin conditions. This #MotherlandMogul is a Marketing Specialist by day and a Rock Scars warrior every day. Her aspirations are to help others see that their strength is written on their skin and to help them see the beauty in their scars.
She lives with a chronic skin condition called Atopic Dermatitis and has been living with it for 10 years to date. The 23-year-old was born and bred in the rural villages of Limpopo and currently resides in Johannesburg, South Africa. Valentine has two awesome younger brothers and they were raised by a single mother who is Valentine’s number 1 cheerleader in her mission to change the world.
What Rock Scars priorities are you focusing on right now?
At this stage we are prioritizing on the following:
To provide a platform and an environment that serves to empower and inspire people living with any form of skin condition or a scar of any kind.
To restore self confidence in people of any age and gender, living with scars by providing support, networking, mentoring, encouragement and health care activities across the nation (particularly concerning skin disorders, cancer and scars of any form).
Rock Scars also educates people about skin conditions. Do you do this personally or do you have professionals who conduct these sessions?
We have unfortunately not worked with any dermatologist to date but we hope to have a professional assisting with that in future. I personally made thorough research about different forms of skin conditions, the common ones and those that are rare. I look at how they can be prevented and/or treated and how to live with them and then I share that with others.
We call this Skin Condition Awareness and it is Rock Scars’ way of educating people about skin conditions. However, I always make it clear that our participants should in all cases seek medical attention with professional Skin Doctors. Also, as people come forward to share their stories about their skin conditions, I further research about the skin conditions and then create awareness about them, especially with our online communities.
How do you tackle discrimination against the people you assist?
I believe that no one is born with a discriminatory mind, such things are learned from people and events around us. If we can teach people especially those not directly affected by us and our scars, then we can change their minds thus tackle being discriminated. We teach people to learn to appreciate diversity and respect people who are different in any way.
People may be disabled, transgender, dark-skin or have a different hair color, scars, stretch marks or a skin condition but the truth is, no one chose to be that way so why should we discriminate them. Rock Scars promotes dialogue on social media and during the events where we engage those living with skin conditions and scars and those who don’t.
In as much as I wish to protect the people I assist against discrimination and negative remarks, I unfortunately, cannot be there for them all the time. This is why during the sessions or our 1 on 1 conversations I remind them that they are warriors. That way they will be strengthened and will stand their ground under any circumstance.
I call them warriors not because I want them to feel better but because it is true. If you can survive a burning house, car accidents, cancer, and its many surgeries, live with a chronic condition for so long, why should words from someone you don’t know break you? I remind them that it matters NOT what others say. They should know that they fought bigger battles and won them and now they have the scars as medals to prove it.
How do you respond when Rock Scars is held up as an object of ridicule?
The best tool I believe in is education. Most people make such remarks because of misinformation, so the best way to correct such behavior is through educating them about our conditions.
For example, I was told a lot of times that I must be HIV positive because of my skin and its scars. This example goes to prove that people can just look at you and make their own assumptions and conclusions. Through Rock Scars, I show people it is not ok to make your own conclusion just by looking at me.
Often when we get ridiculed for what we do, I always remind people that no one ever voluntarily goes out there to get a scar for the fun of it. We try to make those ridiculing us understand that even if they are not infected they are probably affected in some way. They have someone in their lives who has a scar or is living with a skin condition. We are patient with those who do not agree with what Rock Scars does and let them know that in any case the same happens to them they are welcome to our family of warriors.
To grow, do you advertise Rock Scars or do you rely on word of mouth? Why?
I use every opportunity I get to promote the good work Rock Scars does. We interact with most people online and therefore use that as an advertising tool. It allows us to reach a large number of people across the globe instantly and it is cost effective, which is beneficial for a small social enterprise like Rock Scars.
We are also occasionally given the opportunity at various TV and radio stations in South Africa to advertise our brand through interviews. Podcasts and videos are available on our website. We also attend seminars of other organizations with similar objectives which contribute to our growth.
Besides the struggle to get proper venues for events what other challenges are you facing as an NGO?
My biggest challenge is running this organization and having to do my 9-5 cooperate job. Rock Scars is a social enterprise and as much as I would love to devote 100% of my time to it, I unfortunately, can’t.
I depend solely on my income to run the Rock Scars campaign and help others. I am not complaining, I love my job but I would love to travel across the country especially schools to encourage and educate learners that scars are beautiful.
What are the key indicators by which you measure your impact?
There are various ways we use to measure the effectiveness of Rock Scars. One would be an increase in the number of attendants and participants to our sessions. On our second session, we realized growth in the number of participants who came through to share their stories.
We also measure the effectiveness of our work through testimonies and reviews. There is nothing that makes me happy like seeing someone who attended our session/s having the courage to wear anything they like and feel absolutely confident and beautiful in their skin.
With our online community, it’s very easy to measure our effectiveness. For example, we can post a story of one of the warriors with a picture of themselves attached and once we see people open up about their own scars and skin disorder stories, we know that our message has been positively received.
The number of likes and shares each post gets is also a good indicator of the impact our organization has. Another way is when people from other countries who contact us to share their stories which indicates that our organization is serving its purpose.
Valentine, I understand to date you are funding Rock Scars. How do you plan to increase your income streams besides calling out for sponsors?
It is very difficult getting people to invest into your idea and vision, especially one that is something totally different and is based more on changing people’s lives than profit. That is why I resorted to self-funding the organization.
We are currently in the process of making a few Rock Scars items that will be for sale and help us raise funds so we can be able to travel across the continent to reach more warriors. Items will include, Rock Scars shirts, caps, fruit juices, and more exciting things.
If you’d like to share your story with She Leads Africa, let us know more about you and your story here.
To answer the question, no. There isn’t a right way to handle conflict. Processes in start-ups are never linear, especially in the beginning stages. So when a disagreement arises between members of the start-up, there’s almost always a third party involved to resolve the issue.
People are different, and can also react to situations very differently. Processes and policies put in place in big corporates solve this issue. But when issues arise in start-ups, processes and policies are thought of.
What can start-ups do in the early stages to handle conflict?
Acknowledge that conflict will occur
Having to acknowledge that it will happen might seem cynical. But because people are different, the acknowledgement helps the start-up be realistic. Getting recognition in the beginning stages of a start-up is usually key. The beginning stages also include getting your product and service out to your target audience.
At this stage, handling conflict by creating processes would be the least of your worries. Or so you may think. Being in an organisation that was being run like a start-up before —I’ve seen that if there is no process behind handling conflict, operations may come to a halt, especially if you’re working in a small team.
Handle conflict according to its levels
To fast track my advice on how to handle disagreements between people, it’s important to first rate the level of conflict. The different levels could be a low, medium or high. It may also be hard to rate the different levels. How would a start-up actually measure which conflict is more important than the other? This, I believe, is at the discretion of the organization.
Identify each level and put processes in place to handle each level. Handle low or medium level disagreements internally within a few days or even hours. But a high level conflict means that a third party can be brought into resolve it and only the people involved should be addressed so that operations continue.
With any organisation, a culture fit between team members is important. People have different personalities, attitudes and different ways of reacting to situations. However, it is still very important to bring people into your start-up that know and understand the value of what the start-up is trying to achieve.
Eliminate continuous conflict by involving people that believe in the values of the start-up. Align your goals and values with that of the start-ups to become the right person to work with. This way even if conflict does arise, as it always does in any organisation, people know what their purpose of being in the organisation is.
With knowing and understanding the value of being in the organisation, the resolution stage can be much easier situation to reach.
If you’re in charge of a team or a boss to your employees, keeping your team motivated is definitely one of your major concerns. We know this already. Add to the fact that as a young African woman, chances are your team may not view you as experienced because of your age and gender. In such situations you may need to come up with new tricks to let your team know who’s boss while keeping them motivated.
1. Know your team personally
If you don’t know your team one-on-one, you need to get on it. Talk to each member of your team personally, find out what they need from you as a boss. Ask them genuine questions to know if they are happy with work and listen to what they have to say. This makes your team feel like you really care and that is hugely motivational.
It is also a great way to form an interpersonal relationship with your team and encourages trust.
2. Ditch the need to micromanage
Micromanagement is the root of all evil. Seriously, a true leader knows when to step back and trusts her team members enough to deliver. If you’re sure you’ve made the right hiring choices, there’s no need to hover over your staff for fear that they make huge mistakes. Micromanaging is the easiest way to frustrate and alienate your team.
3. Encourage transparency
There is nothing that makes your team feel more shut out of the organisation than, “You don’t need to know about this”. Don’t be afraid to show your team who you are, as a manager and as an organisation. Transparency builds trust between you and your team. It also creates a sense of belonging by letting your team know that you are not hiding anything from them.
4. Be agreeable
Another way to motivate your team is to be the agreeable manager. Let your team know they can come up to discuss problems with you. If you don’t have the answer at hand, let them know. Don’t be the boss that has everyone quaking in their shoes when she walks into the office. The scary boss that uses fear to drive results is last year. Be as courteous as needed while maintaining your professionalism.
5. Encourage your team’s growth
Pay attention to the personal growth and development of each member of your team. You will need to encourage your team, offer advice when asked and allow opportunities for them to develop their skill set. Understand that if your team grows, you will get to reap the benefits as well.
6. Say yes to flexibility
Flexibility here means understanding that your team is comprised of different people with different personalities. Approaching the team as a whole in rigid manner may lead to your team feeling overlooked. To encourage motivation, you will need to lead each individual member of your team according to their personalities. Know when to hold hands and when to let go.
7. Show appreciation
Your team desperately wants to be appreciated. Some consider appreciation to be a greater reward than money. So, let your team know that you appreciate the work they are doing. Show gratitude, celebrate their curiosity and successes more than you berate their failures.
8. Be supportive
This is an easy one. A great way to motivate your team is to be a motivator yourself. You need to be right there with your team, encouraging them and mentoring them personally along the way. If your team looks up to you for guidance, it shows you are working towards creating a motivated team along the way.
9. Ensure a healthy workplace
A healthy working environment is of utmost importance. Your team spends most of their week in the office, they should enjoy the time spent. When your team enjoys being at work, you won’t have to force them to do more.
10. Respect your team
As a leader, you expect your team to respect you but respect should be reciprocal. When your team knows that their leader respects and values them, they can be more productive.
We all have that one person in our squad or team that we could live without. They want the worst for you, but you want the best for them. You want a team as synchronized Travel Noire‘s, they want a mosh pit. You’re thinking savings, they’re thinking spending.
In short, you two are on different pages.
And so you fire them, which is what any reasonable person would do if they cared about saving their business venture. And if you have the below mentioned five employees on your team, please fire them all before they poison the well.
1. The Social Media Butterfly
These are people who wake and sleep on social media. Give them a day to research five smoothie ingredients for a new flavour, and all they’ll come with are a bunch of IMDB tab sheets and a desktop background image of Idris Elba.
2. The Raver
Everyone has a bad day, but that doesn’t mean we should scream like banshees at work. Home, yes. Work, no. No on wants to work with someone who stresses them all day, every day with strident remarks or caustic put-downs.
3. The Warlord
These are career trouble makers, and all-around instigators. They’re ready to fight at the slightest perceived provocation, sowing seeds of discord in the office.
If you dream of fostering a collaborative and friendly work environment, then caution them to cut it out, and if they don’t, give them the sack.
4. The Know-It-All
Spews a never-ending stream of suggestions and unsolicited advice, but barely listens to second opinions nor take corrections. This kind of attitude breeds resentment and could spell trouble for your company if they’re their job requires them to liaise with clients.
Encyclopedias are books, as in inanimate objects. So if your employee fancies themselves one, you have every right to be worried. And what do we do with worrisome employees? We fire them. That’s right, we fire them.
5. The Indecisive
is afraid of mistakes and wants to run every full stop by you. They can’t take any initiative, and need constant reassurance and feedback. If you enjoy baby-sitting adults, keep them. If not, let them go or you’ll be doing their job and yours.
Who else will you fire? Any personalities we didn’t mention? Care making a list?