Why Star Hires Sometimes Crash and Burn
Ever hired someone who blew you away in the interview, nailed the first few weeks on the job… and then suddenly turned into the complete opposite?
You’re not alone. It’s one of the most common scenarios I hear from CEOs: “She looked perfect on paper, references were glowing, she smashed the first 60 days — and now it’s like she’s a different person.”
So what’s going on? And more importantly — how do you fix it before it drains your time, your patience, and your business momentum?
The Shift
In the beginning, this team member ticks every box: confident, detail-oriented, proactive, “the best hire yet.” Then, almost overnight, it shifts. Suddenly you’re seeing:
Endless questions they already know the answers to
Anxiety creeping in during simple tasks
Reluctance to take ownership
Managers pulled off-track babysitting instead of leading
And the impact is bigger than one individual. A single underperformer slows down high-performers, creates frustration in the team, and leaves you — the CEO — feeling pulled in ten directions.
Root Causes of Underperformance
Here’s the truth: underperformance usually isn’t laziness. More often it’s one of three things:
1. Wrong Tasks Assigned
A task can look simple on paper but create overwhelm in practice. I once worked with a team member who excelled at admin work… until she was asked to handle complex travel booking for multiple people across different flights, time zones, and changes. It wasn’t a skills issue — it was a misaligned task that created chaos. Once we reassigned travel back to the individuals, she returned to thriving.
2. Lack of Confidence in Systems
If your business relies on multiple tools, dashboards, and logins, some team members can quickly feel out of their depth. Without repeated training and support, confidence spirals down — and suddenly they’re second-guessing everything.
3. Personal Life Bleeding Into Work
Stress outside the office doesn’t stay outside. Family pressures, health issues, or financial worries can show up as distraction, low confidence, or frequent absences. While empathy matters, it can’t excuse poor performance forever.
⚠️ The Top Mistake CEOs Make
The biggest mistake I see leaders make is what I call “bubble wrapping” staff.
Shielding them from responsibility
Avoiding tough conversations
Overcompensating for their mistakes
Hoping they’ll bounce back without real accountability
Just like bubble wrap, you’re cushioning them from reality. Instead of helping them grow, you’re making them fragile. And in the end, you are still carrying the weight.
How to Fix It
So how do you stop the slide and get performance back on track?
Check role fit: Is this the right seat on the bus? Sometimes it’s not about training harder — it’s about moving someone into the role where they excel.
Use clear job descriptions: If responsibilities aren’t documented, you can’t hold people accountable.
Build SOPs: Standard operating procedures eliminate the “I didn’t know” excuse. They set out exactly what “done” looks like.
Get feedback from all sides: Ask peers, managers, and juniors how this person shows up. Patterns tell the truth.
Have the honest conversation: Stop cushioning and start clarifying. Accountability starts here.
Key Takeaway
Performance doesn’t bounce back magically.
It only bounces back when you put the right guardrails in place: structure, clarity, and accountability.
Your Next Step
If you’re nodding along because you’ve got a “bubble-wrapped” team member slowing everyone down, don’t just wait it out.
👉 Download my free SOP Builder — it’ll help you create your first team-ready system in minutes so you can stop repeating yourself and start building clarity.
About Selina
Selina Johnson is a Fractional COO and Operations Strategist helping high-performing service-based CEOs fix messy team structures, install smart systems, and lead without burnout. With over 20 years in operations, she’s the strategic partner behind the scenes scaling multi-6 and 7-figure businesses across healthcare, wellness, and consulting. When she's not building airtight ops plans, she’s voice-noting CEOs via her on-call Hotline or mapping out team transformations in her Ultimate Delegation System.