The ins and outs of firing someone while maintaining your dignity

Growing your business is exciting. There’s the new money flowing in, that computer upgrade you (finally!) got to make, and the new team members you’re hiring to support you.

We’ve talked a lot about how to hire people (from our own process to hiring specific roles like product designers and writers) but what happens when someone isn’t a great fit? How do you fire a team member – or even a client – and maintain your reputation as a tip top professional?

Of course, no one wants to be in this position but no one really wants to pay taxes or do sales calls or work until 2am but that’s business sometimes. #realtalkThere’s the old saying “hire slow, fire fast” and that’s true but it doesn’t exactly tell us how to fire someone. We need tactics, tips, and actual methods that work!

You too? Good! We went in search of the very best ways to fire someone and pulled them together so that if you are ever in the unfortunate position of having to fire someone, you can fire them with grace and ease.

How to Fire a Team Member:

If you’ve ever tried your hand at firing someone, it can often feel like one side just isn’t hearing the other one correctly. You go back and forth:You: “We need to talk. I’m just not seeing your best work.”Them: “Yep, I could deliver better work to you.”You: “Yeah. This isn’t working out.”Them: “You’re right. I need to step up my game. I’ll do better on our next project.”…Not exactly the end result you’re looking for when you’re ready to fire someone.

Now, hopefully you’ve already had a few performance conversations with the person who is being fired so this doesn’t come as a total surprise to them.In fact, having those previous talks is an important part of the firing process. You want to be able to point back to documented job performance issues so get in the habit now of sharing feedback early and often. Tell them if they turned in their work late, if something wasn’t what you expected, or if they’re not meeting the original agreement. Develop that open communication in your work relationship and you might even avoid having to fire someone in the first place!

‍But if you have to... There are a few considerations before you head into that final meeting that will help you stay focused and get the job done.

First, it’s important to remember that this is an inherently awkward conversation. But that isn’t a good reason to put it off. Maybe you’ve worked with this person for a while – you could have even become friends over time – but that’s all the more reason to keep it focused and quick.

If you work remotely with your team member, it might be enticing to simply send an email but you’ll save, well, face by going face-to-face. A Skype or Zoom call is preferable but a phone call can work if it has to. Only use email if it’s the only option (like if your team member has totally ghosted and can’t be reached by phone or Skype).

‍Next, it’s time to set aside the personal feelings.

‍It’s human nature to want to say “I’m sorry”, but when you’re firing someone because they didn’t hold up their end of the agreement, it’s no longer personal. If you must include the S word, try something like “I’m sorry the situation has gotten to this point,” or “I’m sorry this position is not working out.”

‍Then stop talking. It’s true. Most people talk too much when they’re letting someone go.

When you’ve reached the point where they have to go, it’s no longer helpful to list out everything that’s gone wrong over time (remember, you’ve already done that in previous conversations). Share the key reason they’re no longer a fit for your team. Period.Something like “I need (INSERT CRUCIAL TASK OR SKILLSET) right now, and that doesn’t seem to be your strong suit,” or “I’ve tried several times to get you up to speed on (INSERT CRUCIAL TASK OR SKILLSET), but I’m not seeing the progress I’d hoped for.”

‍Finally, offer to be helpful.

If you truly believe in the talents of your team member but it’s just not working out for you, let them know you’d be happy to be a reference. You could even put some thought into it in advance and let them know a few people you’d be happy to introduce them to who are in need of their skills.Wrap it up on as high of a note as possible and leave an open door where you can.

How to Fire a Client:

Firing happens with clients too but the circumstances and ways to handle it as slightly different.Clients can be fired for a lot of different reasons. There are the negative: they’ve become demanding, they don’t want to pay your rates, they take more time than you agreed to, they don’t respect you, they don’t pay their invoices on time, etc. And then there are the positive reasons to fire a client: your skillset has developed over time and the work they want you to do isn’t interesting or challenging any longer, your rates have gone up and they don’t want to pay the new higher rates, your calendar is overflowing and you need to drop a client or two to stay sane, and more.

One of the many benefits of owning your own business is that you can do what you want (for the most part). If a client isn’t making you happy, it’s time to let them go.So how do you do it? In some cases the project will end and you won’t want to take on a new project with that client. In this case, be honest with them. Something like “I’m focusing my work on (INSERT SKILL/AREA OF EXPERTISE) and I won’t be taking on more work in (INSERT AREA YOU WERE WORKING ON FOR THAT CLIENT)” or “you were clear about your budget and over time my rates have gone up to a point that is higher than your maximum”.

If your client relationship is ongoing, set a meeting with them to talk about the change and decide on a date to end the agreement. You might want to stop it immediately and that’s fine. Just be clear on your needs and don’t let the client talk you into continuing to do something you don’t want to do any longer. And now it’s time to move forward.

‍Firing a team member or client is emotionally exhausting but it’s important to not wallow in it. Once the conversation is over, it’s time to look ahead – or at least focus on the now.

You’ll need a strategy to handle the workload of a lost team member or the missing revenue from a fired client. Set a goal for yourself to get to the other side. Lean on your business buddies to hold you accountable, and see the bright and beautiful future ahead.

Firing someone will never be easy, but being prepared, having clear communication, and seeing the path forward will save your dignity as you charge ahead.