When To Fire Someone

When To Fire Someone

Insight from HBR

Firing someone is like trying to do surgery with a butter knife. It’s not just uncomfortable; it’s clumsy, painful, and often leaves a mess behind. You’re not just ending a job; you’re cutting through egos, ambitions, and even someone’s sense of stability. 

Believe it or not, the toughest part isn’t always “the talk.” It’s usually figuring out whether someone or not should be terminated in the first place.

So, I’m going to give you a little checklist of things to look for when thinking about terminating a problematic employee.

They’re a Chronic ‘No-Show’

You know who’s good at making excuses? Employees who think showing up is optional. If someone is regularly late or missing work without a legitimate reason, it’s not a one-time thing, it’s a pattern. 

Start tracking attendance. If they’re racking up “sick days” like it’s their job, it’s time to have a serious talk.

They’re Not Learning From Mistakes

Everyone messes up sometimes—that’s part of growing. But if an employee consistently makes the same mistakes and refuses to adapt, that’s a huge red flag.
Review past feedback. If they’ve been coached on something multiple times and you’re still seeing the same errors, it’s not a training issue, it’s a commitment issue.

Their Work Is A Hot Mess

We get it, not everyone’s a perfectionist. But if their work is consistently subpar, behind deadlines, and requires constant rework, that’s a productivity killer. 

If their work is a collection of missed deadlines and “just barely good enough” results, you need to ask yourself if they’re bringing value to the team.

They’re Draining the Team’s Energy

Toxic behavior spreads faster than a cold in an office. If an employee is constantly bringing negativity, bad attitudes, or gossip to the workplace, it affects morale

Check-in with other team members. If you notice others starting to avoid this person or showing signs of burnout, it’s a sign that the energy vampire in your team might need to go.

They’re Always Passing the Blame

Accountability is key. If someone’s always shifting blame or avoiding responsibility, they’re not going to grow or improve.

Look for patterns of behavior. If you notice them blaming others or deflecting accountability in meetings or in their work, it’s time to confront the issue head-on.

You’ve Already Given Them Multiple Chances

If you’ve had the same conversation about performance or behavior several times with no improvement, the situation is probably not going to get better without a major shake-up. 

Look back at their performance reviews and your past feedback. If you’ve documented multiple issues with no significant changes, it's time to make the tough call.

Letting someone go isn’t fun, but with a little empathy, clear expectations, and some proactive management, you can handle it without looking like a villain. Remember:

• Address problems early—don’t wait for a catastrophe.

• Don’t hide behind HR like a middle schooler passing notes in class.

• Stay human, even when delivering tough news.