

I don’t control the hiring process and I don’t control the incoming members of my team, so don’t assume I’m an idiot. My team has excellent performance and I was able to get approval for my team to grow from 30 to 60+ people.
IDK why you assume I don’t try to encourage my team, honestly. We get good results so I reward them well. For our line of work and our company, we have greater efficiency than a majority of our counterparts in our region. If we performed poorly, I would have a different approach.
We do have people the test the boundaries, so I work with them on it and try to improve it. If nothing gets better, I have them replaced.
Of course lol obviously I want a team member that works hard and is motivated, and ultimately polite and easy to work with. But also, people can change. Things happen in their lives that change their motivations and needs.
If they just want money, that’s fine, but I’ve seen and experienced how pushing someone who is working decently (or great, even) can cause their performance to tank if they didn’t want to be pushed in first place.
Managing large teams is less about managing their work and more about managing the people so that they can work more effectively.