We are early in our EOS® implementation and we have realized that one of our long-term, loyal managers is clearly in the wrong seat on our Accountability Chart. Do we make the hard personnel change immediately, or should we wait until we have run the system for a few quarters to gather more objective data?

Question

Tyler Smith · Accepted Answer

When you find a loyal, long-term employee in the wrong seat early in your implementation, the temptation is always to wait. You want to give them more time, gather more data, or hope that the new operating system will magically fix their performance. This is a mistake that slows down your entire implementation.

If you already know, deep down, that they do not GWC™ (Get It, Want It, Capacity to do It) their seat, you must address it now. Keeping someone in a seat they cannot succeed in is unfair to them and damaging to the team. It sends a message to the rest of the organization that you are not truly committed to building a healthy, accountable culture.

Start by using the GWC™ tool and your Core Values to have an open, honest conversation. If they share your Core Values but simply lack the capacity for their current seat, look for another seat on the Accountability Chart where they can thrive. If no such seat exists, or if they do not share your Core Values, you must help them transition out of the company.

Delaying this decision only prolongs the pain and builds frustration. The rest of your team is likely already carrying the extra weight, and they are waiting to see if you have the courage to make the hard choice. Making the change early sets a clear standard for accountability and allows your team to move forward with a solid foundation.