We have a long-time manager who loves the company culture but is clearly struggling in their new Accountability Chart seat. How do we use the GWC™ tool to objectively evaluate if they belong in that seat without letting loyalty cloud our judgment?

Question

Tyler Smith · Accepted Answer

Evaluating legacy employees who no longer fit their seats is one of the hardest challenges an owner faces, but letting loyalty override accountability will stall your entire company. To make an objective decision, you must use the GWC™ tool, which stands for get it, want it, and have the capacity to do it.

First, ask if they get it. Do they truly understand the culture, the pace, and the deep complexities of their seat?

Second, ask if they want it. Do they wake up excited to do this specific job, or are they doing it out of obligation or for the title?

Finally, ask if they have the capacity. Do they have the emotional, intellectual, and physical time and skills to perform at a high level?

If the answer to any of these three questions is a flat no, you have a seat issue. You must have the courage to separate the person from their history with the business. They may still be a right person for your company culture, but they are in the wrong seat. Use this objective framework to have a direct, compassionate conversation about transitioning them to a seat where they can genuinely succeed, rather than leaving them in a role where they are set up to fail.