The "Message to Garcia" Mindset

Avoid Hiring the Wrong Employees at the Right Price

In “A Message to Garcia,” by Elbert Hubbard, we learn a powerful lesson about leadership, accountability, and the relentless drive to get things done. Rowan, the protagonist, was handed a mission with no clear instructions, no roadmap, and no safety net. Yet, he didn’t flinch—he took the task and made it happen. This kind of initiative and ownership is exactly what every business needs from its employees.

But how do you ensure you have a team full of Rowans? It starts with hiring the right people—those who not only fit the role but also embody the mission, vision, and values of your company. Here’s why this is so crucial, and what it takes to build that kind of team:

1. Pay More Than Expected

The right people know their worth, and it’s essential to recognize that from the outset. Offering compensation that exceeds expectations is more than just a financial commitment—it's a statement that you value their expertise, initiative, and potential contributions. It sets the tone for a relationship built on mutual respect and trust.

2. Allow Them to Leave Their Mark

Just like Rowan took ownership of his mission, your employees need to feel that they can put their fingerprints on the company’s mission, vision, and values. When employees are given the opportunity to contribute meaningfully, they’re more invested in the outcome. They don’t just work for the company—they work with the company, driving it forward.

3. Hold Them Accountable

Accountability isn’t just about keeping employees in check—it’s about empowering them to take ownership of their roles and the outcomes they’re responsible for. Just like Rowan was entrusted with a mission that only he could complete, your employees need to feel that they are the stewards of their tasks, held accountable for their successes and failures alike.

4. Measure Performance Constantly

In the same way that Rowan’s success would ultimately be measured by whether or not he delivered the message, your employees’ performances should be continuously evaluated. Regular feedback, clear KPIs, and transparent metrics ensure that everyone knows where they stand and how they can improve. It’s not about micromanagement—it’s about clarity and growth.

5. Be Open to Feedback and Guidance

Even the most driven individuals need guidance. Creating an environment where feedback flows both ways fosters a culture of continuous improvement. Employees should feel comfortable seeking advice and offering suggestions, knowing that their voices matter and their input is valued.

6. Passion for the Position

Finally, it’s not enough for employees to be competent—they must also be passionate about their roles. Just as Rowan’s dedication drove him to succeed, your team members need to have a genuine passion for their work. This passion fuels resilience, innovation, and a drive to excel, even when the path forward is unclear.

Hiring the right employees isn’t just about filling positions—it’s about building a team of individuals who are as committed to your company’s success as you are. By paying more than expected, allowing employees to influence the company’s direction, holding them accountable, measuring their performance, being open to feedback, and ensuring they are passionate about their roles, you create a culture where initiative thrives, and success follows.

In the end, it’s about finding those who don’t just work for you but work with you, embodying the “Message to Garcia” mindset. These are the people who will carry your company forward, overcome obstacles, and achieve greatness.

Keep Scaling,

William & Brad