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“I’d want to punch him in the throat.” A collection of stories from my past bad hires. Learn the best hiring tips.

Writer's picture: Zavean CarpenterZavean Carpenter

A friend in HR once told me, “All business problems are people problems.” That sentiment really resonated with me, especially when you consider that a business is, at its core, a collection of people. This collective forms the work culture—a culture that, in my experience, is set from the top. Leadership defines what is tolerated and what thrives.

Over the past 20 years in business, I’ve learned this lesson the hard way. Hiring the right people is crucial, but it’s also one of the most challenging aspects of running a business. Today, I want to share some of the pitfalls I’ve encountered when it comes to hiring and working with people.


The stories I’ll share are drawn from real-life experiences, though I’ll be using fictitious names to protect identities. This isn’t about shaming anyone but rather about sharing the lessons I’ve learned—sometimes painfully—so you can avoid making the same mistakes. Some of these decisions could have completely derailed my business, and I’m sharing these stories in the hopes they help you sidestep similar challenges.

But before we dive into the stories, I want to explain one thing...


 Welcome to My Second Blog Post

I’ve been thinking a lot about why I’m writing this blog and what I hope to offer you, my readers. After much deliberation, I’ve landed on two key goals: entertainment and insight.

I want to share stories and information that not only entertain but also provide clarity and perspective on the world of construction and logistics. Don’t worry—this isn’t going to be a dull stream of stats and technical jargon. I’m not a polished journalist from the New York Times or the Wall Street Journal. I’m just a guy who loves creating value and making people smile while doing it.


My passion lies in the creative work of construction, logistics, and everything in between. Through this blog, I’ll share what we do in this field, focusing on aspects I believe you’ll find interesting and worth your time. Occasionally, I might throw in some data or references to add credibility, but my real goal is to pull back the curtain and show you the human side of the industry.


Ultimately, I’m sharing these stories because I believe my journey as an entrepreneur has value. By giving you a glimpse into who I am and what drives me to build and grow my business, I hope to inspire and connect with you. More than anything, I want this blog to be a place where you can find content that’s entertaining, insightful, and, above all, fun.

Thank you for joining me on this journey. I can’t wait to see where it takes us.



"Brothers from a Different Mother": A Cautionary Tale

Let me tell you about Tyrone and Johnny, two men I hired back in the early 2000s when I was just starting out in the landscaping business. At the time, I was in my early 20s, hustling to build an up-and-coming landscape and maintenance company. I had landed a few contracts with upscale communities, and the potential was huge. The property owners even promised me additional opportunities if I could prove myself during the first year of maintaining their properties.


I met Tyrone and Johnny while working on a separate property in central Ohio. My foreman and I were out mowing when they approached me. I was on my mower when they struck up a conversation and expressed interest in work. A couple of weeks later, I decided to hire them both. They were close friends, even living in the same apartment, and seemed like a good fit at the time.


One spring day during the busy season, things went south. We were out mowing when Tyrone—the larger of the two and seemingly the leader—suddenly decided he didn’t want to work anymore. For reasons he never fully explained, he stood up from his mower, announced he was quitting, and started walking off the job. The kicker? We drove company vehicles to the site, but Tyrone chose to walk 10 miles back to his car instead of finishing the day.


I was on the other side of the apartment complex mowing when I heard the news. Shortly after, Johnny decided to follow suit. His reasoning? If Tyrone—his ride—was leaving, he might as well leave too.

That day, my foreman and I worked from dawn until dusk to finish mowing a 10-acre property. Despite our efforts, we couldn’t maintain the quality standards the community expected. Several patio areas went untrimmed, and parts of the mowing job were rushed and subpar.


Tyrone and Johnny were unreachable for days after they walked off. But, as expected, when payday came around, they reappeared in high spirits to collect their checks, apologizing for leaving me in the lurch. By then, though, the damage was done. I lost the contract.


Best hiring tips

 

The loss taught me some critical lessons about hiring:
  1. Don’t hire too quickly out of convenience. While everyone deserves a job, hiring someone just because they’re available can backfire. I hired Tyrone and Johnny without thoroughly evaluating whether they were the right fit.

  2. Character and work ethic matter more than immediate availability. It’s hard to gauge someone’s reliability, especially when they’re young or inexperienced. That’s why I’ve since adopted a trial period for new hires—paying them for a few days of work to see how they perform in a real-world environment.

  3. Be cautious when hiring friends, relatives, or roommates. Personal relationships can complicate professional ones. In this case, when one decided to quit, the other followed out of loyalty, leaving my business in a bind.

This experience was a painful but valuable lesson in hiring wisely and protecting the quality of my work. My advice? Take your time, evaluate candidates thoroughly, and don’t let emotions or convenience cloud your judgment when building your team.

 

 

"Dr. Jekyll and Mr. Hyde"

When I hired Tony, I thought I had struck gold. He came across as a respectful and capable professional who genuinely knew how to drive. Tony had years of warehouse experience and had recently earned his CDL. While he was relatively new to CDL driving, he had plenty of experience with non-CDL trucks.

What really stood out to me, though, was his reliability. Tony was always early, sometimes sitting in his car 20 minutes before clocking in. Knowing that someone would show up on time, every time, was a big deal to me. At first, I was impressed. Unfortunately, that wasn’t the full story.


Tony had another side—a side that occasionally emerged and left everyone around him stunned. He could go from being the nicest guy in the room to someone unrecognizable, with a demeanor so intense it made you question what triggered the outburst.

 

One morning during a routine pre-work meeting, everything changed. I was discussing basic protocols with Tony—things like road safety, handling customers, and using phones for proof of delivery. Out of nowhere, Tony erupted. His face was filled with disdain as he shouted at me about something so minor that I can’t even recall the details. It wasn’t about safety, money, or anything personal—just an everyday procedure we’d always followed.

The sheer intensity of Tony’s outburst left me speechless. I chalked it up to him having a bad day and let it slide. Unfortunately, that wasn’t the last time.


Over the next few weeks, Tony had two more episodes where his temper flared without warning. Each time, it caught me—and everyone else—off guard. I started documenting his behavior and planning to escalate toward suspension. But I may have waited too long.

One of Tony’s last deliveries was for a key client with whom I’d been building a strong relationship. After the delivery, the client became distant, eventually cutting ties. My business has an exceptionally high retention rate, so this was a red flag. When I asked if something had gone wrong, the client denied it, but I had a gut feeling they weren’t being completely honest.


Not long after, I sat Tony down to discuss his behavior and place him on probation. To my surprise, he quit on the spot. Honestly, it was a relief. Later, I discovered that Tony had a history of similar behavior, including incidents with clients.

Lessons Learned:
  1. Behavior patterns matter. If an employee is willing to be insubordinate with you, there’s little doubt they’ll treat your clients the same.

  2. Act swiftly and decisively. When red flags emerge, address them immediately. Delaying action can cost you valuable relationships, and clients, or worse.

  3. Character checks are vital. In industries like mine, where driving records (MVRs) are required, we often overlook character evaluations. Past employment checks are becoming harder to perform due to fears of litigation, but finding ways to assess someone’s demeanor is crucial.


Tony was a tough lesson, but it reminded me that the wrong hire can do more damage than you might initially realize. When an issue arises, don’t hesitate—protect your business by acting quickly.


"Hold Her Back"

When I hired Miguel, I thought I’d found a great asset for the company. He was mild-mannered and soft-spoken—a guy who just needed an opportunity to flourish. I believed that with us, he’d finally get that chance.


Miguel’s story tugged at my heart. He was rebuilding his career, having just regained his CDL after a prior incident. It wasn’t anything serious—he just needed the right fit to thrive. At first, he showed promise. Miguel knew how to operate Moffetts, and he could drive well.

But over time, cracks started to show. He began coming in late, and excuses became the norm. His reasons always seemed to involve outside circumstances. As a business owner, I sometimes felt more like a pastor or a coach, trying to help employees navigate their personal struggles. While people work to support their families, many also thrive in workplaces where they feel heard and valued. Balancing empathy with maintaining business expectations is a delicate and often dangerous minefield.

I decided to help Miguel in a way I thought would set him up for success. He told me he was struggling to get to work because he didn’t have reliable transportation. Wanting to make a difference, I found a used vehicle and allowed him to pay it off through deductions from his paycheck. My goal wasn’t just to improve his punctuality but to help him take care of his family and get back on track.


Unfortunately, the story didn’t have a happy ending. After receiving the car, Miguel’s performance deteriorated even further. Instead of showing up on time, some days he didn’t come in at all. His sense of entitlement grew to the point where he would sit idle at gas stations on company time instead of completing deliveries.


Our dispatcher, who cares deeply about our customers and the business, became so frustrated with Miguel’s behavior that she once exclaimed, “I swear, if I see him, I’d want to punch him in the throat.” Customers were calling to ask about their deliveries, and Miguel was unresponsive to calls and texts—even as GPS showed him sitting stationary.

Eventually, I resolved the situation, retrieved the car, and let Miguel go. It was a tough but necessary decision.


Lessons Learned:
  1. Protect Your Work Culture. Good employees who care about their jobs won’t stick around if you allow others who don’t to linger. Pluck out the bad apples quickly to maintain a positive and productive work environment.

  2. Be Cautious with Favors. Helping employees is noble, but it’s crucial to set boundaries. Instead of going above and beyond personally, steer them toward external resources. If you disproportionately assist one employee, it can create resentment among others—especially if that employee doesn’t reciprocate with loyalty or effort.

 

"A Company is its People"

Every company has stories like the ones I’ve shared. As I’ve done business throughout Central Ohio, I’ve seen both ends of the spectrum. Some companies are making money but are rotting from the inside—struggling with toxic cultures that feel like cancer in their halls and offices. On the other hand, I’ve encountered businesses with professional, healthy work environments that you can sense the moment you step through their doors.

One of the most striking examples didn’t happen at my company but at a small restaurant, I frequent. One day, I walked in and noticed they had a new menu. The general manager explained they’d made the change to see if the new style of food would resonate with the community. Then, leaning in and speaking quietly, she confessed, “We were about to go out of business.”


Surprised, I asked why. She nodded gravely and said it all started when their original chef—a talented and visionary professional—moved on. Replacing him proved to be a nightmare. They went through two other chefs, but neither could align with the company’s vision. The balance between great food, excellent service, and a budget-friendly approach was too delicate for them to manage. The turnover and instability nearly destroyed the business.

This experience underscored an important truth: A company is its people.

I’m proud to say that I now have a great crew at Supplies Dash. It took years of questionable hires and hard lessons, but I’ve finally developed a solid hiring process. Today, the people working for Supplies Dash are seasoned veterans. I pay them top dollar because they take the burden off my shoulders and allow me to focus on growing the business.

The best part of having a great team is what they bring to the table. A good team isn’t just there to follow instructions; they contribute their knowledge, skills, and ideas, often teaching me things I didn’t know. A company thrives when every person brings their best and works together toward a common goal.



Equipment fails, Inexperienced, more training,
A bad day at work

The lesson is simple: invest in the right people, because they are your #business.

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Binny
6 days ago

100% Agree. Hiring the right people is vital to your business. Similarly, if there's a bad apple, it's probably in your best interest to cut ties asap.

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Guest
Jan 30
Rated 5 out of 5 stars.

Great article!! Thank you for sharing your lessons learned so transferable to any business.

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Big boy trucker
Jan 21
Rated 5 out of 5 stars.

Great stories man!

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