Founders that refuse to address their tendency to micro-manage can cost their company time, talent, and future deals. Our advice to founders: micro-manage the hiring process, but once you’ve made a decision, trust your hire. Give them the tools they need to succeed, then give them a chance to do so.
It's valid to be concerned about increasing employee retention - in today's interconnected world, it's a common practice to jump from job to job, investing only a few years at most to one company before seeking something better. This is somewhat inevitable, but can be slowed with the establishment and maintenance of a robust mentorship program. There's no better time to start company-wide mentoring! Read more here.
A failed founder is without question one of the most experienced people to go after in the job market. They have shown that they will take risks, work long hours to achieve success, communicate with customers, and blend all of the different pieces of a company's operations into one. Most importantly, their previous failures give them an insatiable hunger for success - and it’s your company that will benefit.