As a small business owner and executive coach, I’ve found that leaders struggle most with one particular part of running a company–letting someone go.
Firing someone is never easy, but it’s an inevitable part of being a leader. Whether due to a business shifting its structure or an employee simply not meeting expectations, the day will come when you have to sit down and have the tough conversation.
In my experience, the key to navigating this process is approaching it with compassion and respect for the individual being let go. Here are five ways to approach it.
Take your time to prepare
I get it, you want to pull the bandage off fast to get the pain out of the way. But when you rush the preparation of firing an employee, you risk making the situation worse for everyone involved.
Gather all the necessary documentation and clearly outline the reasons for the termination. Choose a private location and an appropriate time for the meeting, considering the when as much as the where. Practice what you’ll say beforehand, anticipating potential questions or reactions.
Be direct and honest
When delivering bad news, it’s tempting to sugarcoat the message or beat around the bush to soften the blow. But in my experience, ambiguity almost always leads to confusion–which can, at best, lead to false hope, and at worse breed resentment. Instead, be direct and honest.
While honesty is crucial, it should never come at the expense of compassion. Deliver the message with empathy, acknowledging the difficulty of the situation. Dignity always matters.
Show empathy and listen
Firing someone is a highly emotional experience for both parties. As you deliver the news, slow down and allow them to express their emotions and thoughts without interruption.
Respond with understanding and empathy, even if you disagree with their perspective. Creating a safe space for the employee to process their feelings demonstrates respect and compassion during a challenging time.
Discuss the transition process
Don’t forget that the next steps matter. Explain the next steps, such as collecting company property and receiving their final pay. If appropriate, offer support in the form of references or outplacement services.
Also, provide a roadmap for the transition, including what their last day will be, and any remaining responsibilities they must fulfill.
Follow up and maintain confidentiality
After the meeting, provide the employee with written confirmation of the termination, including the reasons for the decision and any agreed-upon transition details. By handling the aftermath of the termination with discretion and professionalism, you set a positive example for your team and protect your company’s reputation.
Taking the time to prepare and deliver your news with caring and compassionate communication can help turn a difficult conversation into a lasting bond. You never know what the future may bring, and keeping those bridges strong can only help you in your leadership.
