believe in giving everyone a fair shot when possible . However , there are many successful businesses that choose to replace rather than spending the time / effort required to coach sub-A players .
If you opt to try and develop a sub-A player , how do you know when it ’ s time to cut bait and replace them ? In his book BE2 , Collins provides us with six questions we can ask ourselves when facing this dilemma :
1 . Am I beginning to lose other people by keeping that person in the seat ? Tolerating ongoing sub performance by one employee brings the whole organization down . Talented and motivated employees want to work with others who are like-minded and similarly talented . It ’ s no surprise that some of your best employees may not stay if they are surrounded by others who are far below them in attitude and performance . Likewise , the negative employees or those whose ideologies aren ’ t congruent with your firm ’ s culture can jeopardize the health and stability of the culture you are working so hard to create and maintain .
2 . Does this employee have a values problem , a will problem or a skills problem ? If an employee consistently behaves in a way that is toxic or contrary to your firm ’ s basic core values , then they need to be replaced . Period . There ’ s not really a way to correct this fatal flaw . On the other hand , if the employee shares the firm ’ s values and has the will to do well but is deficient in the skills area , giving them an opportunity for remediation makes sense . However , the question of will is the most difficult decision for you . Growth requires a concerted will to improve and to acquire new skills as necessary . If the employee lacks that will improve , even if they embrace your firm ’ s culture , can you , as the leader , motivate them ? Probably not , although they may step up to the plate if they know their position is in jeopardy .
3 . What ’ s the person ’ s relationship to the mirror ? Collins notes in BE2 that when things go well , “ right people point out the window and give credit to other factors and employees rather than themselves . When things go badly , they don ’ t blame others . Instead , they look in the mirror and accept responsibilities , asking : What could I have done better , and what can I do to keep this from happening again ?”
4 . Does the person see work as a job or a responsibility ? Right people always see their work as a responsibility and not merely a job .
5 . Has your confidence in this person gone up or down in the last year ? You should be observing an upward trajectory . If not , you need to cut bait .
6 . How would you feel if that person quit ? Would you be relieved ? Would other A-players in your firm be relieved ? If so , it ’ s probably a sign you need to cut ties . If you would be distraught or significantly troubled at this person ’ s absence from your firm , then trying more to develop them as A players makes sense .
Just remember this : you cannot grow a law firm that ’ s over $ 10 million without help from a great executive team and key seat players . I challenge each and every one of you to go and look at all your key people , ask the six questions noted above , and then commit to making changes / improvements as warranted over the next 12 months . You ’ ll be glad you did , your employees will be glad you did , and your firm will be the better for your efforts . ★
P . S . Want to learn how to find , hire , and retain top talent in your law firm ?
Scan the QR code to download my latest book , The Hiring Blueprint : The law firm owner ’ s guide to finding , hiring , training , and retaining A + team players , absolutely free for NTL members .
P . P . S . Join Us at PILMMA ’ s 2025 Super Summit in Denver !
Building a law firm with top-tier talent is only one piece of the puzzle . To truly take your practice to the next level , you need cutting-edge strategies , proven marketing tactics , and a network of highachieving attorneys who share your vision for growth . That ’ s exactly what you ’ ll find at PILMMA ’ s 2025 Super Summit in Denver , Colorado — the ultimate event for ambitious law firm owners who want to scale smarter , faster , and more efficiently .
Join us in the Mile High City for gamechanging insights , expert-led sessions , and networking opportunities that can transform your firm ’ s trajectory . Don ’ t miss your chance to elevate your law firm to new heights !
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26 The Trial Lawyer