Firing People Doesn’t Have to Feel Terrible (But You’re Doing It Wrong)

Implement clear performance improvement plans (PIPs) with measurable goals; this empowers employees to take ownership of their performance and makes termination less surprising if goals aren't met.

Before any termination, conduct an honest internal review: did your company provide clear expectations, adequate training, and the necessary systems for the employee to succeed?

Recognize that not all initial hires will scale with your business; evolving company needs may require different skill sets and motivations, so be prepared for necessary personnel changes.

Prioritize company culture by addressing problematic employees, even high performers, as inaction can erode trust, demotivate other team members, and create a toxic work environment.

Develop a robust system for tracking key performance indicators (KPIs) and documenting feedback; this provides objective data for performance discussions and supports fair, transparent termination processes.

Understand the difference between a lack of skill and a lack of motivation; while training can address skill gaps, a fundamental lack of drive is difficult to change and often indicates a poor fit.

Make termination decisions swiftly and respectfully when an employee is clearly not thriving, as holding onto a poor fit benefits neither the employee nor the company.