How to fire well: the conversation no one trains you for
Letting someone go badly damages the person, the team, and your reputation for years. Here's how to do it with dignity.
Letting someone go badly damages the person, the team, and your reputation for years. Here's how to do it with dignity.
There should be no surprise
If the conversation is a shock to the person, the manager failed before this meeting. The performance conversation should have happened weeks ago, with documented expectations.
Short, clear, no debate
The decision is made. The meeting is to communicate it, not to re-litigate it. Five sentences. Direct. Respectful. Then logistics.
The team is watching
How you handle this is how the rest of the team will assume they would be handled. Generosity in the exit terms repays itself many times over in the team's trust.
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