Letting Someone Go

Image: DALLE-E / OpenAI

A Compassionate Approach

Firing someone is a difficult task. Many poor performers feel surprised when let go, hurting team morale and productivity. To navigate this, handle terminations with care. Use empathy, clear communication, and fairness to respect the person you’re letting go and protect the organization’s reputation.

Preparation is Key

Before firing someone, gather clear evidence of performance issues. These include written evaluations, corrective actions taken, and documented feedback. Work with HR early on. They ensure the process is legal, follow company policy, and guide you through complex situations. 

Directness with Empathy

When delivering the news, be honest but kind. Acknowledge the employee’s contributions, then explain the reasons for termination based on documented issues. Be brief and professional to avoid arguments and respect the situation.

For example, John Stieger reorganized his team. He worked with HR to prepare clear reasons for letting people go, explained the changes respectfully, and offered help for their job search. It showed compassion and kept positive relationships.

Helping Them Move On

HR is crucial in providing details about severance pay and continued benefits, easing the transition for the departing employee. Here’s how to help:

• Offer outplacement services to assist with finding a new job.

• Write a positive reference letter, if appropriate.

• Allow them to collect their belongings privately and respectfully.

Communicating with the Team

Tell your people about the departure respectfully and confidentially. Focus on the future and the team’s goals. Reassure them about the company’s mission and address any concerns about extra work.

Moe Glenner’s approach shows the value of transparency. After letting someone go due to performance issues, he openly discussed the decision with his team. He explained how they would handle the workload and welcomed their input. This open communication helped maintain team morale and productivity.

Learning from the Experience

After the termination, seek feedback from HR and, if possible, the departing employee. Reflect on what went well and what could be improved, such as communication methods, documentation practices, or support.

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Letting go of an employee is emotionally challenging, but we can do it respectfully. Leaders can manage terminations well by preparing thoroughly, communicating clearly, and offering considerate support. It helps the departing employee transition smoothly, maintains a positive work environment, and protects the company’s reputation.