The Subtle Art of Firing an Employee

If the thought of having to fire an employee makes your stomach lurch, you’re not alone. No business owner or manager wants to do it, but frankly, sometimes you just have to. Whether it’s for performance reasons or financial, there are right and wrong ways to go about letting an employee go. Let’s walk through what you need to know before breaking the news.

First Things First, Prepare

If you’re going to terminate an employee, you need to have a plan. Calling up an employee to tell them they’re canned can’t be something you do in a moment of frustration.

Think through the series of events that will need to happen before and immediately after termination. This includes not only preparing for the conversation itself and ensuring all HR-related ducks are in a row, but also planning ahead for how you will replace the employee or reallocate their job responsibilities to other team members.

Be Firm in Your Decision

Part of preparing to fire an employee requires you to reflect on what led to the termination. If it was a performance issue, be sure you have given the employee a chance to right their wrongs if they’ve effed up. While Performance Improvement Plans (PIPs) can have a bad rap, there is something to be said for a little advanced warning. However, once you’ve determined the only path forward for the employee is termination, there’s no point in kicking the can down the road.

Cut to the Chase

When it’s time to deliver the news, be honest and come right out with it. “Hi Sam, I’ve got some bad news. Your employment has been terminated.” Expect to hear a range of responses from anger to shock. Remain civil and give them space to process if that’s what they choose to do.

In terms of the best days of the week and time of day to deliver a termination, the jury is still out. Some prefer Mondays because the employee then has the rest of the week to begin job searching anew. Others prefer sending the employee off with a quiet exit on Friday afternoon. Ultimately, it’s generally best to do it as soon as you are confident in your decision to fire the employee. Dragging out the process benefits no one and probably just ends up hurting your business. While having to terminate someone is never fun, doing it intentionally and swiftly is best for everyone.