Is It Possible To Fire Someone Without Losing Goodwill?

If you run a business, one day it’s overwhelmingly likely that you will have to fire someone. It's one of those necessary evils in business that can keep you up at night, especially if you're running a smaller and modest outfit where everyone knows each other. The very idea of it can make your stomach churn, not just because of the personal impact on the person and their future, but also in terms of how it may affect your team.

That said, sometimes, it's unavoidable. It’s important to remember that a business isn’t a social club, and if you can’t trust someone to work appropriately for you anymore, then making the hard decision is important. Maybe a staff member’s performance hasn’t improved despite your willingness to help, or perhaps there's been a serious breach of conduct. Whatever the reason, it has to be done.

If your mind is made up, it’s worth reducing the harm that the decision will achieve. But how can you fire someone amicably? Is it possible to do so without losing too much goodwill? Consider this:

Communicate Clearly & Early

One of the worst things you can do is completely surprise someone with a termination unless it’s related to an incident. If performance has been an issue, making sure you've had conversations about it and tried to help them improve means they can’t accuse you of not caring. Document these discussions, set clear expectations for improvement, and offer support where you can. 

Of course, there are situations where immediate termination is necessary, like in cases of gross misconduct. But even then, clear communication about why the decision was made is essential because it means you’re not being mealy-mouthed about it. You don't have to divulge every detail to the whole team, but a general explanation can also help them understand if needed, while still retaining privacy.

Don’t Take It Personally & Give Them Dignity

No matte why they’ve been fired, be objective about it. Choose a private location and time that allows the person to leave without facing their colleagues immediately after - it will show you’ve thought about their wellbeing. Be direct but compassionate in your delivery without throwing any personal digs. Avoid getting into arguments or lengthy discussions - the decision has been made, and dragging it out won't help anyone. This also means planning what they’ll do before they go. Will you allow them to gather their belongings? Will you offer a reference for future employment? Know that now, instead of making it up for the future.

Provide Support for Transition

Sometimes, you should just let them go, such as if they’ve been terminated for poor behavior. But if not, an appropriate package may be a legal requirement. This could be severance pay, extended benefits, or assistance in finding new employment. Not only does this help the person you're letting go, but it also sends a message to your remaining employees about how the company treats people and that you don’t leave anyone high and dry, even if they’re no longer a good fit for the firm Working with an HR agency can help with this. It allows you to keep that professional distance while still being attentive. It can also help you personally move on and start looking for a replacement.

With this advice, we hope you can fire someone more easily, but without losing too much goodwill after doing so.

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