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Firing someone

Im a teamlead for almost 2 Years, and tomorrow is the first time I will be firing someone. I really feel bad about it.. so bad I'm Talking about it here..

I know my decision is right bc this person is not a fit but it makes me sick for the person be someone looses it's Lifestyle .. ugghhhh I hate tomorrow to be honest.

some will say I'm a weak leader but I really do care about every one under my guidance..

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Think of it as doing them a favor.

When someone is up for termination, it's because they're underperforming. If they're underperforming, it means the job isn't a fit. When the job isn't a fit, the employee is not going to be happy while at work. People know when they're not good at something and feeling weak or like a loser at work is not fun.

By firing them (in a professional and decent manner,) you're allowing them to move on and find a role better suited to them. If you kept them around, you'd be keeping them miserable.

Good perspective!

Exactly this!

They had a chance to not get fired, probably a million times over by performing or being a good fit.

Be nice, keep it short, wish them the best of luck, give em a pat on the back and remind them this isn't the end. Maybe even offer them a letter of reference.

It's hard letting people go, I literally just got off the phone declining a candidate in the final stages and although you can't give them all the answers, you can certainly be polite, professional, empathetic and make sure they leave on their feet instead of their backs.

Good luck, you'll do great.

@BravadoMod

No marketing, mayo isn't an MQL

Sir, this is a Wendy's.

InQ5WeTrust

Arsonist

No marketing, mayo isn't an MQL

Got to be done, not doing them any favours by keeping them on. Just allowing them to keep their flaws going instead of addressing them.

Nothing wrong with finding it a struggle, better to be empathetic than an asshole

Diablo

Politicker

Hey man understand your pain and empathy towards that guy. Curious to know how you determined him to be notbthe right fit (performance, behaviour....). Did you make an attempt to get him on track (that I'm sure you would have) and how effective was that?

I would always try to help people overcome their issues, if doesn't happen then no other choice.

FamilyTruckster

Politicker

Exec Director, Major Accounts

Letting people go is tough. As I’ve said before, make sure you leave zero room for them to try to wiggle their way back in. Decision is made.

good luck, have a cocktail tomorrow night.

Salesvpfl

Good Citizen

VP of Sales

It doesn’t make you a weak leader, it makes you an empathetic leader. IMO firing someone is never easy no matter how many times you do it. If your gut is telling you this person isn’t a good fit, it’s probably the best choice. Just don’t let the fact that you feel bad cloud your judgement. Be careful about what you say when you let them go. Be direct and get straight to it.

CaneWolf

Politicker

+12

Call me what you want, just sign the damn contract

Scott Galloway talks about this. The most important thing you can do after firing somebody is to make the firing not that painful. Can you help him/her find the next job? Can you give him/her severance that helps cushion the blow? That stuff makes a big difference.

1nbatopshotfan

Politicker

Senior Director, Enterprise Technology

Say as little as possible. All I say is “after this meeting you’ll no
longer be an employee here. HR is here to answer any questions that you may have.”

you don’t want to come across as giving false hope or saying anything incorrectly. HR does this all the time. After the first sentence the onus is on them to perform.

It’s not fun, but it has to be done. Go get drunk after you do it.

Mobi85

Politicker

Regional Sales Manager

I think that makes you a better leader that you care, if you didn't give a rats ass about firing someone then you don't care about your people and wanting to make them better. Not caring about your people just makes for a shitty leader (which you are not).

It is never fun having to fire someone and honestly if you have gone through all the steps (verbal warning, written warning, PIP) then that person should see the writing on the wall already and understands that this is coming. Not every sales position is right for every sales person and they may take the lessons they have learned at the current position and apply them to be successful somewhere else.

ColdCall

Valued Contributor

Business Development Manager

If this person can't see it coming then they've not really been paying attention. I don't want to blame the employee but you should have a gut feel how you're doing.

Sometimes moving to a new role is the best thing that can happen. Is this person happy? Are they stressed about work 24/7?

Sometimes its the kick they need to move somewhere else.

Its not personal its business!

thebuckhunter

Politicker

Fire everyone so it doesn't look like you're playing favorites.

MCP

Valued Contributor

Sales Director

Often the person getting fired is just waiting for it to happen and hopefully is already in a process to move onto something else. If you’ve done your job as a manager, letting them know they’re not performing through prior conversations and trying to help them, it shouldn’t be a surprise. That’s the key to a successful transition. Letting them go is giving them the opportunity to find something that’s a better fit.

homeschooled

Opinionated

Executive Client Partner

I felt like throwing up the first time I had to let someone go. My father-in-law had valuable perspective for me, “When it doesn’t bother you anymore you are going down a dark path”.
As others have said, be concise, straight to the point, and kind. Hopefully this isn’t a surprise to the person you are talking with based on previous conversations on what they needed to improve.
And you are pushing them to go find something they will enjoy and be more fulfilled doing!

AwkwardBlackSalesGirl

Valued Contributor

Sales Manager

If you have set up clear expectations if x,y or z is not done then this will be the end result. Even if it’s obvious, to absolve myself of any guilt I have hard conversations early. It doesn’t make you popular but it helps save those who are willing to turn it around and helps you feel less guilty for those who don’t. My old boss used to always say you don’t fire anybody, they fire themselves. It’s tough, good luck!

WomenWantMeFishFearMe

Politicker

Just be gentle and understanding, but firm about what you have to do and why. They may take it poorly, but in this job market there's a good chance they'll bounce back better!

SaaSyBee

Politicker

Sales Content Writer

I know it sucks, but above all else, try not to make it about you. One time I had to deliver bad news and my report ended up comforting *me*.

In that moment, I knew that I had delivered the news terribly. I had been so uncomfortable that they felt they had to make me feel better.

In short, be strong and remember that you're doing something that will help that person out in the long run.

dcarb

Good Citizen

Account Manager

It's a shitty part of the job but that's part of the gig. Best to make it quick and painless. Don't do a lot of apologizing or try to overexplain things. Get right to the point. Tell them "it's not working out and I'm letting you go". They will likely be shocked and/or pissed but don't make excuses. This is YOUR decision so you need to be firm and decisive otherwise you will look weak as a leader.

You don't fire people; they fire themselves. If they didn't fire themselves then you are doing it wrong as a leader.

"Jimmy, we've discussed your performance. Today is your last day. HR is here with the details."

sales_pirate

Opinionated

Sales Executive

I read somewhere that getting fired is a gift because it allows you to rediscover yourself and what you're good at.

Not that I'd know how it feels. But yeah just be professional, if other reasons than performance just don't mention them, be nice, check up on them in few days after shock has passed, and just before their last day. Reference would help if possible. Will leave a good impression of you and the company

MCP

Valued Contributor

Sales Director

I’ve seen the other end of keeping someone too long, and it’s not pretty. Firing is fleeting, but keeping someone you shouldn’t can have cascading negative effects.
Often, letting someone go helps them get to a much better place. Having earnest, tough conversations prior greatly reduces stress on both sides.