The necessity of firing and how to do It properly

The necessity of firing and how to do It properly

Beyond Loyalty: Why Strategic Staff Changes Are Vital for Company Health

Firing can be a scary topic for CEOs, but just like everything else in the workplace that can be viewed as dreadful or negative, you need to reframe the concept of firing.

You can’t just keep team members out of loyalty. You can’t just keep people because “they’ve been here and know how things work.” Instead, you need to consistently evaluate your employees and ask yourself,  “Who has what it takes for the next level?” Because the truth is, if you don’t fire people from time to time, you are only hurting your business.

Grounds for Firing an Employee

Now, don’t start firing people left and right. Let’s talk about the grounds for firing an employee and when it is appropriate to let someone go.

If an employee consistently underperforms, disrupts team dynamics, misses work, or fails to align with the company’s values, keeping them can not only hurt the company but their own livelihood. Letting them go will free them to find a role that’s a better fit for their strengths and aspirations; likewise, it gives the company space to bring in someone better suited to contribute positively to the team.

In all firing cases, it’s critical for the CEO to document all concerns and issues with an employee thoroughly and follow the company policies to avoid potential legal complications. (Keep in mind that some cases may also require a warning or improvement plan before moving to termination.)

How to Fire an Employee

Firing an employee is a delicate process that should be handled with professionalism, compassion, and respect. When in the termination meeting,

1. Start with directness and kindness. Inform the employee of your decision using clear and respectful language. Then
2. Briefly explain why the decision was made, citing specific performance or conduct issues.
3. If applicable, provide them with information about severance, remaining benefits, and any outplacement services the company may offer.
4. If they have any questions or concerns, be present, listen, and answer.
5. Once the termination is complete, inform the rest of the team in a respectful and confidential way, and emphasize the concept of moving forward.
6. Last but not least, don’t regret or look back on your decision.

While it’s natural to feel empathy, a CEO’s responsibility is to uphold the organization’s health, culture, and mission—and sometimes that means making tough decisions for the greater good. Firing employees, though difficult, is necessary to maintain a healthy and productive work environment. Thus, a CEO should not feel bad about firing people if the decision is made thoughtfully and fairly, with the best interests of both the company and the individual in mind.

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