Letting someone go is one of the hardest decisions a leader can make and yet, most of us wait far too long to do it. We second guess. We over explain. We convince ourselves that with more coaching, more context, or more time, the person will turn a corner.
But here’s the truth: if you’re asking yourself whether someone is a long-term fit, you already have your answer.
Employee struggles come in many forms including performance gaps, behavior issues, resistance to feedback. Sometimes the issue is not effort but alignment. They’re simply not wired for the role or the pace or the stage your business is in. And deep down, you know it.
Still, we stall. We fear disruption. We dread the emotional toll. We worry about optics, knowledge loss, and backfilling. But every day you delay, you pay a quiet tax: team morale drops. Deadlines slip. Resentment builds among high performers who are watching you tolerate mediocrity or misalignment.
The biggest shift happens when you stop seeing termination as a punishment and start seeing it as a release for both sides. A misfit role holds the employee back just as much as it holds your team back. Letting them go can be the start of something better for everyone involved.
Does that mean we act hastily or unfairly? Of course not. People deserve clarity, support, and a chance to improve. But if those things have been offered and change hasn’t come, it’s time to act. And the sooner you do, the better your culture and your peace of mind.
Bottom line: Holding on too long rarely leads to a turnaround. More often, it just drags out the inevitable. If you’re leading with clarity and integrity, and someone still isn’t meeting the mark, trust yourself. Rip off the band-aid. It hurts less than you think and it heals faster than you might suspect.
\#leadership #HR #culture #performance #difficultdecisions #managingpeople
