You probably think you’ve got this whole termination thing down, right? But if you’re being honest with yourself, there’s a good chance you’ve been handling it all wrong. Firing someone is tough, and if you’re not doing it the right way, you’re not just damaging that person —you’re potentially damaging your reputation, your team’s trust, and the morale of your whole company. Read on to discover how to fire someone nicely.
Why Compassion Matters in Termination
Let’s get this out of the way: nobody likes to fire someone. It’s uncomfortable, no matter how you spin it. But just because it’s tough doesn’t mean you can’t handle it with grace. As Tetiana Hnatiuk, Head of HR at Skylum, puts it:
“The termination process should be carried out in a respectful and thoughtful manner, so that you avoid traumatizing the person and also keep your company’s reputation.”
You’re not just talking to an employee; you’re dealing with a person who’s likely already anxious about the news. Putting them in a private, comfortable setting shows respect for their dignity. The bottom line? Respect goes a long way — both for the employee and for your company’s reputation.
Be Clear and Transparent
Now, it’s tempting to sugarcoat things, but that’s not the way to go. You’ve got to be honest and clear about why things didn’t work out. Hnatiuk says:
“You need to share as much information as you have regarding the reasons for termination because employees deserve to know what the exact cause is.”
No one likes being left in the dark. So, lay it out for them — whether it’s performance issues, a mismatch of skills, or something else. It’s better to have the hard conversation than leave them second-guessing what went wrong. Be honest but remember, there’s no need to be brutal. The goal is to be transparent, not to crush their spirit.
Offering Support Beyond the Termination
Just because someone’s leaving doesn’t mean they’re on their own. You’ve got an opportunity to show that you’re still invested in their future. That’s exactly what Hnatiuk’s team does:
“For us, the post-termination procedure involves connecting our terminated employees with our networks to give them new opportunities.”
Helping an ex-employee find their next opportunity is a solid way to end things on a positive note. It’s also a great way to preserve your brand’s reputation as a place where people grow and move forward, even after they leave.
Additionally, Hnatiuk recommends following up after the termination to make sure everything’s going smoothly:
“They will definitely appreciate it, and you can also see for yourself how well you managed the termination process.”
A simple check-in goes a long way. It shows you care — and more importantly, it gives you a chance to see if you’ve done everything right.
Addressing the Impact on Remaining Employees
Firing someone doesn’t just affect the person being terminated — it affects the whole team. Everyone’s left wondering what’s next and the workplace vibe can get tense. This is where you step in as a leader. Hnatiuk highlights the importance of supporting the team after a termination:
“I encourage our team to schedule one-on-one talks with me so that we can chat about their concerns and see if we can find a way to make them feel better.”
If you don’t address the team’s concerns, they’ll start to feel uncertain and uneasy. Take the time to have those one-on-one conversations with your people. Reassure them and let them know things are still on track. It’s not just about keeping the peace; it’s about maintaining the trust and morale of your team.
Conclusion
Firing someone is always a tough job. But how you handle it can make all the difference in maintaining your company’s reputation and the morale of your team. As Hnatiuk points out, the key is empathy and transparency. Be clear about the reasons for the termination, offer support in the transition, and check in with your team. When you handle terminations with respect and care, you show that you’re a leader who values people, not just profits.
