One of the Founders is Not Delivering; What to Do?

It’s true that any company or organization rests on the hard work and dedication of the founders. They have toiled a lot to make the organization bigger and better with each passing day. Having a cofounder is one of the success factors for any startup; with shared responsibilities and expertise in particular fields, two are always better than one. However, you cannot expect an individual to be consistently good and there are times when one of the founders fails to deliver.

In most of the cases, where one of the cofounders fails to deliver, it goes on with multiple issues like disagreement, hard feelings and so the venture ends up as a failure. If you are at a stage, where differences and disagreements have already spoiled the environment, you might find help with a detailed article on How to Avoid Fights Between Founders.



On the other hand, taking precautionary measures right when one of the founders is not delivering, situation can be better managed. The following measures will surely help to avoid this critical situation:-

–  Assign him an advisory role

This is the safest option. After a certain time, for founders reputation and designation becomes of paramount importance followed by money. Thus, the organization can assign advisory role to the non delivering founder.

–  Make way for a steady exit

The top bosses of the organization should convince the founder about the ill effects of his continuing the work. It’s not he should be demoted but instead should be given lesser critical tasks and slowly reduces his or her work scope.

– Involve him in CSR

Rather than involving a non delivering founder in core business, the organization shall assign him various CSR activities so that he still remains the face of the organization and he is also satisfied in showing her humane face towards society.


You may take further actions as needed, but most important is to talk. Discuss the issue with the founder who is low on score and tell him how it is affecting the company’s overall performance. Make him realize how important he is for the organization and so how much is expected from him! Healthy discussions can not only resolve the issue, but will also bring more improvements!

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