People Hire for Their Skills and Fire for Their Attitude
When companies look for new hires, they often focus on one thing: skills. Technical expertise, creativity, or specific knowledge can get you in the door. But what happens once you’re inside? Skills may land you the job, but your attitude often determines whether you’ll keep it.
As a manager, I’ve seen this firsthand. I’ve worked with engineers who possessed incredible talent. They had all the technical skills you’d want in a team member. Yet their attitude became a major issue. Despite their brilliance, they struggled to collaborate. They resisted feedback or brought negativity into the workplace. We implemented Performance Improvement Plans (PIP) and tried to address their behavior. Even then, they didn’t change. The problem wasn’t their ability to do the job. It was their refusal to adjust their attitude.
Here’s the thing: people learn their attitude long before they enter the workplace. Home, school, and college shape it. By the time they join the workforce, they have largely set their approach to teamwork, respect, and handling challenges. An employer has little chance of successfully teaching someone a new attitude at work. You can coach someone to improve their skills, but fixing deeply ingrained behavior takes much more effort.
That’s why I believe it’s important to focus on their character and behavior when hiring people. Asking a few behavioral questions helps with this. Right after assessing their technical skills, I also try to check their cultural fit. This can somehow ensure they can adapt and thrive in the team.
Herb Kelleher, founder of Southwest Airlines, echoes this philosophy. He said, “We will hire someone with less experience, less education, and less expertise than someone who has more of those things and has a rotten attitude. Because we can train people… but we can’t change their DNA.” This highlights the importance of hiring for attitude over skill. Peter Schutz, former CEO of Porsche, also advised, “Hire character, train skill.” He stressed that character and attitude matter more than technical expertise.
A bad attitude can weigh down the entire team, regardless of someone’s skill level. It affects productivity, morale, and the overall workplace culture. A positive attitude doesn’t just improve the work environment. It can also spark innovation. Team members who embrace open-mindedness and collaboration are more likely to share ideas and work together to solve problems creatively.
Employers want people who perform well and contribute positively to the environment. You can always teach or improve skills. But fixing a person’s attitude, the willingness to learn, collaborate, and adapt, is often more difficult. That’s why companies often hire people for their abilities but end up firing them for their mindset. In the long run, companies thrive when their teams are both capable and cohesive. This makes attitude as crucial as expertise.