A Joosr Guide to… The Hard Thing about Hard Things by Ben Horowitz, Joosr
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A Joosr Guide to… The Hard Thing about Hard Things by Ben Horowitz

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Remember that trying to radiate false positivity will actually have negative implications for your company: a lack of trust, an inability to problem solve, and the creation of a culture that discourages sharing. Take a look at the message you are sending to your employees. Are you flashing bright, false smiles while inwardly panicking about problems that could break the company? If so, cut the act now. Not only will your employees thank you for it, you’ll thank yourself when you actually begin solving the issues that you once feared.
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Key takeaways
Be honest about how things are going in your company to build trust and efficiently solve potential problems.
Discourage political behavior in your employees to promote quality performance over self-interest.
Understand that you will have to fire people, but if you do it in the right way, your remaining employees will still trust you.
Don’t hire employees from a friend’s company unless you are willing to risk losing that friendship in order to do what’s best for your business.
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from another company and threatens that she may consider taking it. After examining the evidence and finding her request reasonable, you decide to give her the raise. This is rewarding political behavior, and it encourages other employees to behave similarly
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Be accountable for job losses caused by your mistakes
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wrote the book in order to prepare every would-be entrepreneur for the realities of the tough choices and situations involved in building a business.
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Many top executives forget to mention the truly tough stuff when offering business advice, hints, and tips.
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Ultimately, being an entrepreneur is about successfully making the hard decisions that others can’t make, and living with the consequences—the hard thing about hard things
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It’s a hard fact about business, so prepare yourself and make sure you do it in an open and honest way.
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tough times you have to be honest about the way things are and do whatever it takes to keep the company alive
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Remember that false positivity damages company trust, and also allows problems to go unsolved.
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Rebuilding trust is the only way for a company to survive this kind of serious setback.
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s hard to face everyone and tell them that company failure will cost people their jobs, but it’s your responsibility.
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And make sure that you avoid hiding away or wallowing in self-pity, during and after the layoff.
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You need to send an honest message to your team, one that admits your failure and takes responsibility for the consequences—this is what will instill their trust in you.
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If you delay, you risk the news leaking out or rumors spreading before you share it yourself, which will cause confusion and mistrust among employees and managers.
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You must act quickly once you have made the decision to execute a layoff.
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This is a hard fact that you have to accept. If you mismanage layoffs, it can destroy morale and cause the remaining employees to doubt you—so make sure you do it right
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Always hold people accountable where it is appropriate and deserved, but try to recognize when they were trying their best and things didn’t quite work out.
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you set the bar too high and come down on every employee for even the tiniest failure, your team will be afraid to get creative and will never take the risks needed to produce great results.
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Committing to always “tell it like it is” will also create a positive company culture.
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