"Hire fast, fire fast" is bad.
My generation learned, and still practices, the worst thing.
About the time of the 2008 financial crisis, we were introduced to "hire fast, fire fast" as a way to keep companies 'agile and efficient.'
A way to get in fast and prove your worth even faster, lest you have a meeting with HR appear on the calendar.
Hiring Fast is Bad
It's Inexact: The expedited process doesn't allow sufficient time to evaluate a candidate's suitability for the role thoroughly.
It's Morale-Draining: Quick hiring can bring in a candidate who is a poor cultural fit, negatively affecting team morale and productivity.
It's Risk-Laden: Skipping reference checks may result in hiring candidates who have overstated their resumes or credentials.
It's Costly: Fast hiring increases turnover rates, consuming both time and resources for repeated recruitments.
Firing Fast is Bad
It's Indiscriminate: Firing fast often removes employees who haven't been given a fair chance to improve or, in some cases, even begin their work.
It's Demoralizing: Quick firings can create a culture of insecurity and lower team morale.
It's Resource-Intensive: Firing fast wastes the investment made in recruiting, onboarding, and training new hires.
It's Feedback-Poor: The rapid-fire approach commonly neglects the essential step of offering actionable feedback to employees, thereby shielding ineffective managers from accountability.