I've faced this problem numerous times and there are two key parts:<p>1. Some people just have zero clue. They just don't have self awareness of a good set of internal metrics on how to perform. These are almost always people that had flags when we hired them but we were hiring fast for a role and brought them in.<p>2. As a manager I didn't give hard feedback early on. It is difficult, especially with people with potential to give that hard feedback (you're moving too slowly, this isn't up to snuff). I've had to do hard corrections later on that could have been solved if I had stepped up and spent the time early on to say hey this needs to be better and how.<p>Also, underinvesting in promising talent is a huge problem at startups. You often have first time managers or execs who are managing way too many people. So potential leaders don't get the mentorship they need. Given that attracting new, good talent can cost tens of thousands of $s in time and recruiting costs, it is a smart move to put money into leveling up and retaining people! Find them mentors outside the company (YC has a great community for this, as do other VC funds and industry groups), pay for coaching, or find a mentor in the company that has more time. It really pays off.