How to Fire Someone with Compassion
Photo by Sahand Babali on Unsplash
No one really enjoys firing anyone, right? You’re most likely about to turn their world upside down and stress them out. But unfortunately, sometimes it just has to happen. Whether it’s the company downsizing or maybe they’re a great person but they’re just not meant for that role, you can’t keep them or it would be to the detriment of the team. Whatever the reason, we’re here to look at how you can soften the blow and show them that you care.
Take preventative action first
If they're not doing their job, you need to do as much as possible as a leader to help them grow into their role. Offer them feedback, learning resources, and experience. Treat firing them as your last possible option. Offer them support - if their performance is lacking, it could be they are struggling with their well-being or physical health or have something going on outside of work. If it's a cash flow issue, explore other ways to cut back expenses before you turn to your workforce to free up cash (yes, this includes your salary as an owner).
Compassion starts by trying your best to not have to put them in that situation - firing them should be your absolute last resort. If you’ve done everything under the sun to prevent it but it’s still going to happen, here’s how to do it right.
8 tips for firing someone with compassion
The most important thing to remember is that your actions need to match your words because, after all, they speak louder. So, here are 8 things you can do to make sure the person you're letting go lands as lightly on their feet as possible:
Be clear in your message - Make sure that in trying to soften the blow, you don't send mixed signals. Be gentle but straightforward forward and don't beat around the bush.
Be transparent - Why are they being fired? They need to know. If it's a skill issue, you should provide them with feedback that can help them in the future. If it's a cash flow issue, you should be honest as well.
Do it quietly - Don't let them find out from Brenda because you gossiped to her. And don't do it in front of the whole office, either. Be respectful and give them a quiet, private place such as a meeting room where you can have their full attention and no one else is watching.
Give them your full attention - You're about to turn someone's life upside down. Give the meeting enough time and get rid of any other distractions you may have so that you can focus on their needs.
Ask for feedback - Open the floor to discussion. Answer any questions and ask if they need anything clarified. Perhaps their poor job performance was an issue bigger than them that needs addressing. Ask them if there's anything the business could've done to prevent this.
Offer them references for their next job - A shining letter of recommendation could go a long way for their next job application. If you don’t feel they have the skills to do their job, you don’t have to lie. Think about what they were good at and focus on that.
Give them decent severance - After doing all 7 things above this, if you fail at this, you have failed. At the end of the day, the person you’re firing is stressed out because they’ve just lost their source of income. It's very easy to be transparent and fire them with basic respect, but if you don’t give them severance pay, you have not helped them. Be generous and don’t make it a hassle for them to receive that pay - they shouldn’t have to chase or beg for their last paycheck.
Despite all these tips, firing someone most likely is still not going to be pleasant. But remember - be as human as possible with them. Just because they are no longer going to be a part of your company or team and add value to it, doesn’t mean you can suddenly discard them. Do all you can to help them, and if you run out of choices, let them down gently and compassionately.
