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[quote=Anonymous][quote=Anonymous]PPs you have it all wrong! Trying to stay anonymous here. I am in a very social, public-facing profession. You must all work with someone who is the highest and best performer. For the sake of argument just assume I am that person. Most people, including my employees and colleagues, like me. That is essential to the work I perform.

I have trouble pinpointing when someone on my team really is an under performer. It would never take me much time to learn the things they need to learn, so when I get new people I can't tell if they will get to where they need to be with time. [/quote]

20:39 here. 
If you have social intelligence, you can easily gauge people in the first few weeks of their job. Not necessarily in the interview; the right interview questions may help but are not a guarantee. 
How do you define performance? It is very strange that you portray yourself as a successful and social high-performer, and yet can't seem to understand that going slow is sometimes the mark of a very observant and thoughtful game-changer. It's not all about speed! Unless you're nicely saying that these people are stupid, in which case you should get rid of them. Again, knowing which is which should become clear in time. Allow yourself some time to observe them closely at work. Don't expect to divine everything about them when they're brand new.

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