When to Let Someone Go

Firing someone is one of the hardest things a manager will ever do.
It’s also one of the most important decisions for team health, culture, and long-term performance.

And yet—most managers wait too long.

They confuse compassion with avoidance. They keep underperformers too long. They hope things will turn around instead of taking action.

The result?
Stronger team members lose trust. Culture suffers. Progress stalls.

Why it matters:

✅ Retention – Top performers won’t stick around if you tolerate underperformance
✅ Culture – Your team watches how you handle tough decisions
✅ Productivity – One person can drain momentum for everyone

Letting someone go isn’t just about them. It’s about what the rest of the team sees, feels, and believes you will tolerate.

What most managers overlook:

Most don’t realize how much damage delay causes.
Every week you postpone the decision, the team gets more frustrated. You lose credibility. And ironically, the person struggling also loses confidence and clarity.

Indra Nooyi once said: “Performance with purpose” isn’t just about business—it’s about honesty and accountability. That applies to who stays on the bus, and who gets off.

How to get it right:

✅ Set clear expectations early
✅ Give feedback directly and consistently
✅ Document performance issues (but don’t hide behind process)
✅ Be honest—but respectful—when the time comes
✅ Treat them like a human, not a problem

Don’t:

❌ Wait for HR to “force” your hand
❌ Confuse niceness with kindness
❌ Think it’s easier for the person if you avoid it

When you delay a hard decision, everyone loses.
Great leaders don’t wait until it’s easy.
They act when it’s right.