Deciding whether to fire an employee is difficult. Although your emotions may be telling you to give the individual another chance, delaying the decision if an employee is clearly falling short can negatively affect your team and company.
Harvard Business Review offers the following tips for how to think through the potential decision.
- Reflect. Consider some questions regarding how the employee will contribute to your company’s future success. For example, if you were to imagine your perfect team, would this individual be part of it? Would you hire this individual for the job he or she currently holds? If the employee were leaving, would you fight to keep him or her?
- Consider the root cause of the poor performance. Consider whether the employee fully understands his or her responsibilities; has received enough training; and whether you may be contributing to the problem. For example, maybe a shift in business needs means the individuals’ skills no longer are needed. However, if you simply hired the wrong person, it can be best to own the mistake and let the employee go.
- Seek input. Approach a trusted colleague but be careful with your phrasing. For example, you could say: “I notice our team is not performing in this particular area. What do you see as the reason for it?” See whether they mention the individual when providing input. If so, ask for specific examples of what the employee has or has not done. The purpose is to gain perspective regarding the situation.
- Be transparent. Before deciding whether to terminate the employee, have several honest, respectful conversations with him or her. Ask the employee about the root cause of his or her poor performance and gauge the individual’s reaction. Is the employee defensive or blaming others for his or her performance?
- Consult with human resources. It can be helpful to get input from HR early regarding how to handle the situation and the documentation needed if you decide to fire the person. Discuss the employee’s development and objectives, as well as options for how to proceed.
- Gather more data. If you believe the employee is motivated and can improve with coaching, it may help to gather more data before making a final decision. Focus on a few areas where the employee needs to improve and how you will measure progress. Be tough but encouraging.
- Do not procrastinate. Once you have decided to fire the employee, you should act quickly. Stalling and delays can affect team performance and morale. However, do it as compassionately as possible because firing someone can have serious consequences regarding their livelihood and career.
