The Prosana

Firing someone is one of the most challenging aspects of running a business. Whether you're managing a remote team or an in-house staff, the process is never easy. Feelings of guilt, sadness, and anxiety often accompany the decision, and it’s something many of us wish we could delegate. However, as a business owner or manager, firing is an inevitable responsibility that must be handled with care.

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As experts in remote recruitment for eCommerce brands and performance marketing agencies, we often get asked how to handle the delicate process of letting someone go. While there's no one-size-fits-all approach, there are some common questions that come up frequently. In this post, we'll explore these questions and provide guidance to help you navigate this difficult task.

When Should I Let Someone Go?

One of the most common questions we hear is, "When is the right time to fire someone?" It’s important not to rush into this decision, especially if an employee’s underperformance is a recent development. Everyone has good and bad days, and even weeks. Before making a final decision, evaluate whether the underperformance is a long-term issue or just a temporary setback.

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Instead of jumping to conclusions, have a conversation with the employee to understand their perspective. You might be surprised to discover the underlying reasons for their behavior and how easy it might be to address the issues. Communication is key to ensuring that you make a fair and informed decision.

The Team Loves Them, But They’re Not a Fit for the Role—Should I Fire Them?

This is a tough situation. If the employee is a great culture fit and is well-liked by the team, but isn’t thriving in their current role, it’s worth considering whether they might be better suited elsewhere within the organization. Finding a strong culture fit is challenging, so retaining someone who embodies your company’s values can be invaluable.

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If you decide to transition them to a new role, you may find that their loyalty and dedication grow. On the other hand, if no suitable position exists, it might be time to part ways. The key is to make the decision based on both the needs of your business and the individual’s strengths.

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What Should the Agenda of a Firing Meeting Look Like?

Unlike typical meetings, a firing meeting doesn’t need a detailed agenda, but it does need to be clear and direct. The primary goal is to inform the employee that the collaboration is ending.

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Start by stating the purpose of the meeting right away. Avoid discussing other work-related topics—focus on the matter at hand. It’s also important to follow good feedback guidelines: acknowledge the employee’s strengths and the value they’ve brought to the team, thank them for their contributions, and explain why this decision is in the best interest of both parties.

Should I Be the Sole Decision-Maker in the Firing Process?

Absolutely not. Firing should never be a unilateral decision. Consult with other team members, particularly those who work closely with the person in question. Gathering feedback from multiple sources ensures that the decision is well-rounded and free from individual biases.

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Human beings are often influenced by various biases, making it difficult to be completely objective. By involving others in the decision-making process, you can be more confident that the choice to let someone go is the right one.

How Do I Know If I Fired Someone the Right Way?

The best way to gauge whether you’ve handled a firing correctly is to consider whether it came as a surprise to the employee. Ideally, they should have been aware of their underperformance and had opportunities to improve. If the final meeting is simply a formality, then you’ve likely handled the situation well.

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Remember, firing someone is never easy, and it often doesn’t get easier with time—especially when it involves a close team member. However, by following the guidelines outlined above, you can make the process smoother and more humane.

Firing is an Inevitable Part of Business—But It Can Be Done Right

Firing someone is undoubtedly one of the hardest tasks you’ll face as a business owner or manager. But by approaching the situation with empathy, clarity, and a commitment to fairness, you can ensure that you’re making the best decision for your team and your business.

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If you need help restructuring your team for high performance, we’re here to help. As a remote recruitment agency specializing in marketing talent for eCommerce brands and performance marketing agencies, we can assist you in building a team that’s the right fit from the start.