Since I travel 150-160 days a year and probably closer to 180 this year as we expand from 40 to as many as 100 cities, I've decided to maintain a pretty distributed team. We all get together every 3 months or so and speak weekly by teleconference, but I connect with each individual a bit more frequently often through text and email (still not a huge fan of Slack). My content lead is based in Seattle. My brand lead is based in Atlanta. My video/photography lead is based in DC. My engineering and UX leads are here in Austin. What makes the entire Localeur operation work - 1.5 million total users across 40+ cities with just 6 employees - and what's helped us to really hit our stride so visibly since I fully assembled this team last November is a level of accountability and efficiency that I've never seen nor experienced at any point in my professional journey. Simply put, accountability and efficiency are the bars by which I measure effectiveness both for the business and for my team on an individual basis. I've had to let quite a few people go over the years not just with Localeur but with other businesses I've run and usually it's a factor of someone not demonstrating the level of accountability or efficiency that I expect for the role or need for the business. Usually the high accountability bar I set or the high efficiency standard I require is unmet when one of two things happen: 1) the role stops being an area of passion and simply becomes a job and paycheck (whenever I've noticed this, it's usually as soon as 2-3 pay periods and not much longer) and 2) things happening in the person's personal life are overwhelming their ability to focus on the requirements of their professional life. When the first thing happens, it's usually a fairly clear-cut decision on my part to let the person go. Startups move too quickly for someone to re-energize themselves into a role I have several qualified candidates for. However, when the second thing happens, that's where it requires a bit more patience, empathy and discussion. We've all been there before where things in our personal lives suddenly take over for a minute and put our jobs/business in the backseat. My general rule of thumb there is to give the person a few weeks to try and work it out for themselves then, if it persist, interject with an open, heartfelt conversation about what's going on. I'm not an expert in business or people management, but the results I'm getting from my team right now are a true reflection of a level of personal and collective accountability and efficiency that makes me extremely proud of my hires and excited to get to work with these folks each day. It's all a reflection of shared passion and focus.