"I've tried lots of things to motivate them and didn't succeed."
"I have to nudge them to get things done,constantly."
Sounds like the managerial and systemic failure is all yours, dude.
If you've not introduced automated systems to track what's being done and /help/ them (e.g. redmine, tracking relatively highly decomposed tasks, etc) keep on top of the work and the deadlines (and know why each deadline's important; i.e. who they'll be screwing over if they don't deliver) then you've only got yourself to blame.
Why would you think it'll be different with new people - because you'll just "be better" at hiring this time around? Unlikely.
> If you've not introduced automated systems to track what's being done and /help/ them
I'm not quite sure why you think we don't have these but we do have all. So everyone knows what's been done, what's need to done and what are the deadlines. (although generally we don't have strict deadlines).
> Why would you think it'll be different with new people - because you'll just "be better" at hiring this time around? Unlikely.
Well this is fair comment, I simply don't although it was my first time hiring people for me, so I'm sure I've got more experience on that now and secondly I know what our company culture and what's the good fit, based on good employees I've got in my team. So I've good reference points this time.
Sounds like the managerial and systemic failure is all yours, dude.
If you've not introduced automated systems to track what's being done and /help/ them (e.g. redmine, tracking relatively highly decomposed tasks, etc) keep on top of the work and the deadlines (and know why each deadline's important; i.e. who they'll be screwing over if they don't deliver) then you've only got yourself to blame.
Why would you think it'll be different with new people - because you'll just "be better" at hiring this time around? Unlikely.
J