When to Fire Fast

You know someone isn't working out. You've known for weeks. Maybe months.

But you wait. "Maybe they'll improve." "Maybe I'm being too harsh." "Maybe it's my fault."

Meanwhile, the team suffers. Morale drops. Good employees compensate for bad ones.

Waiting doesn't help anyone.

The Signs

You should fire when:

• You're avoiding assigning them work
• You're redoing their work instead of delegating
• Other team members are compensating
• You dread performance conversations
• They're not improving after clear feedback

If three of these are true? It's time.

Why We Wait

Guilt: "They have bills to pay."
Yes. But keeping them in the wrong role helps no one. Not them, not you, not the team.

Hope: "Maybe they just need more time."
If you've given clear feedback and they haven't improved? More time won't help.

Fear of conflict: "Firing is hard."
It is. But keeping the wrong person is harder—for everyone.

How to Fire Well

1. Be direct
"This isn't working. Today is your last day."

Don't soften it. Don't leave room for negotiation. Be kind but clear.

2. Have the logistics ready
Severance (if applicable), final paycheck, return of company property. Make it clean.

3. Keep it short
Five minutes. Not thirty. Say what needs saying, then end the conversation.

4. Don't justify excessively
You don't need to convince them. The decision is made.

The Aftermath

The team will be relieved. Not because they disliked the person—but because everyone knew it wasn't working.

Good employees don't resent fair firings. They resent being forced to compensate for underperformance.

Fire fast. Hire slow. Your team will thank you.