Red Flags for Knowing When to Let Someone Go
It's never easy, but it's necessary...
1) Resistant to feedback and not growing.
2) Poor cultural fit, negatively impacting team morale.
3) Repeatedly missing deadlines or delivering subpar work.
When you need to let someone go, do it with compassion and firmness. Start the conversation directly: “I’m sorry, but we’re going to have to let you go. Let me explain why and what we’ll do from here.”
People will get upset. They may feel it’s unfair. Avoid excessive explanations. Instead, say, “We’ve been working on these issues with you for some time. Unfortunately, they haven’t improved, and I believe you would be better off in a role or environment that fits you better.”
Outline how you’ll support them. Offer recommendations, assist with networking, or provide other resources to help them transition. Most people who are let go eventually find better roles where they perform better.
Those are some red flags to watch for and tips on handling this difficult part of leadership. I
I'd love to hear from you. Tell me where you are, or book time straight into my calendar. If we speak, it's a working session, not a pitch. You'll answer three short questions when you book, so we start from something real.
Book a working sessionBooking me for a podcast?Sorgenfrei ApS · Copenhagen, Denmark
Tell me about your show and I'll come back to you myself. Bio, photos, and clips are on the Media page.
