How to Terminate an Employee and Maintain Their Dignity

FAQ Section: How to Tell Someone They Are Fired

By this point, your mind may be swirling with what-if scenarios, like: 

❓ What if they start crying?
❓ What if they ask thousands of questions?
❓ What if they bash our business online?

We get it! It’s a sensitive situation with multiple outcomes. However, you can lead the conversation professionally while respecting the other party. Let’s start with etiquette.

What Are Some Acceptable Ways to Terminate a Team Member? 

Rather than beating around the bush, be straightforward and approach the conversation with honesty. Provide a reason for your decision and acknowledge their time and hard work. 

It’s essential to be empathetic and avoid the following:

❌ Pointing fingers or playing the blame game
❌ Humiliating the team member in front of others
❌ Offering false hope about their role
❌ Getting defensive about your final decision 

How Do You Fire an Employee Right After Hiring Them?

The last thing you want to do after hiring a new employee is let them go. But if you’re in this boat, here are some steps to guide this transition:

• • Schedule a meeting with the staff member
  • Have a transparent conversation about the termination 
  • Explain the next steps in the process, like severance pay and benefits

You can also schedule a follow-up to answer questions and support their offboarding process.

Examples of What to Say When Firing an Employee 

Want to avoid tripping over your words and awkward silences? Consider creating a bullet list to help you stay on topic. A simple outline can calm the jitters and allow you to maintain your composure. Think of your notes like a map, providing direction for your discussions:

🧭 Acknowledge what the employee worked on
🧭 Express appreciation for their dedication toward your business goals
🧭 Explain the reason for the meeting 
🧭 Describe why you’ve come to this decision 
🧭 Clarify the offboarding timeline and next steps 

🧠 Keep in mind: This announcement may surprise them, so allow them time to absorb the information and articulate their thoughts. Be kind with your responses.

Now that you have a brief understanding of how to terminate an employee, let’s dive into our chat with Indie Ops Network™ members Ellen and Simon.

An Insightful Chat With Operators: When to Fire an Employee (01:30)

There’s no such thing as a good time to fire someone. In fact, you may prefer to push the meeting to the back burner, but our guests have a different opinion. 💭 

Simon, an online marketing and automation leader, admits that waiting to finalize the decision has impacted this business. Instead, he recommends using your best judgment early on and preparing for the transition. 

While this seems logical, it’s much harder to put it into practice. So, how do you ensure you don’t delay the decision? ⏸

In the past, Simon has prioritized empathy over his business goals. Empathy is crucial for the conversation, but putting your company first is essential, too.

Ellen, co-owner of Pet Harmony Animal Behavior and Training, adds that her team tries to make data-driven decisions. She ensures everyone has a fair chance and collects information to see if staff members are on track with their milestones.

She also evaluates employee performance. If something seems off with communication or a team member consistently misses deadlines, it’s time to assess what’s changed. 🔎 

How to Terminate an Employee Gracefully (04:24)

These points seem reasonable, but how do you approach the conversation with compassion? According to Simon and Ellen, you should never draw it out. Once you begin the meeting, get straight to the point. Here, you can explain the purpose of the termination.  

🎬 Still nervous about what to say? Fast forward to timestamp (05:41) for an example. Be sure to modify your language to accommodate the situation.