Build A Better Business

Letting Someone Go the Right Way: What to Do Before You Terminate!

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Letting someone go is never easy — but sometimes it’s necessary. In this episode, we’re walking through the steps you should take before making that decision. We'll talk about coaching conversations, documenting performance, and asking the critical question: Should they be fired — or would they thrive in a different role?

📢We’ll also cover my #1 rule when it comes to terminations: It should never be a surprise to the employee.

“Have you ever let someone go and felt a pit in your stomach — wondering if you did everything you could to help them succeed?”

Or…

“Ever had someone completely flounder in a role — and you’re left wondering if it’s on them… or if maybe you put them in the wrong seat on the bus?”

⭐Reassign or Terminate:

  • Not everyone is a bad employee — some are just in the wrong role.
  • How to evaluate if the person is truly underperforming or just misaligned.
  • Red flags that indicate poor fit: constant confusion, slow learning curve, repeated errors, poor attitude.
  • Ask: If this same person had a different role or supervisor, could they thrive?

    • ⭐Before you Terminate - Here’s what needs to happen first:

    1. Clear Expectations
      • Did they know what success looked like?
      • Did they understand their responsibilities and goals?
        1. Consistent Coaching
          • Documented 1:1s
          • Constructive feedback (not just vague hints or frustrations)
          • Opportunities to course-correct
            1. Support Offered
              • Have you provided training, tools, or mentorship?
              • Are there external factors that might be contributing (personal struggles, health, communication gaps)?
                1. Job Fit Conversation
                  • Have you openly discussed whether they enjoy or feel competent in their role?
                  • Do they feel successful?

                    • ✅ Rule of Thumb: Before firing, ask yourself:
                    “In my heart, can I say I’ve done everything I can to help this person succeed?”

                    ⭐Time to Terminate:

                    • If nothing has changed after coaching, conversations, and support — it may be time.
                    • Termination conversation should be brief, respectful, and direct.
                    • Avoid blame, just focus on the outcome.
                      • Some people are culture fits but role misfits.
                      • Can they be trained for a different role?
                      • Do they bring value in other ways?
                      • If so, you can shift from firing to restructuring.

                        • But be careful not to "promote the problem" — don’t move someone just to avoid conflict.

                        ⭐Leadership:

                        • Termination is part of leadership — but it should always be the last step, not the first.
                        • The goal isn’t to fire people — it’s to build teams that work.
                        • When done thoughtfully, even terminations can be handled with humanity and dignity.

                          •  🎧Don’t forget to subscribe for more leadership and business tips!

                           Additional Resources:

                          https://www.lftconsult.com/the-managers-playbook

                          https://www.lftconsult.com/smallbusinesstoolbox

                          https://www.lftconsult.com/transformyourbusiness

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                          Build A Better BusinessBy Marty Pearson