People operations
Firing
Saying goodbye is a normal and natural thing. When done right, it can even be a good thing.
Letting someone go is one of the hardest things a manager does. This page covers how we approach it -- with honesty, empathy, and structure. Read alongside our Performance Improvement Plan and Expectations pages for the full picture.
What to do
- Proactively assess team fit and performance -- act on concerns early rather than late
- Flag to HR and the CEO when it happens
- Analyze the problem and give feedback
Situations to watch for
- Underperforming -- track specific areas, give actionable feedback
- Stopped growing -- standing still for a year is a red flag
- Role no longer matches -- roles change, be honest about fit
- Wants a different direction -- be realistic about what's possible here
- Believes in a different direction -- shifting belief is okay if discussed openly
- Time is up -- people grow, evolve, change. That's normal.
Try to fix it together first. Come up with a plan. If the situation doesn't progress, finish it up on time. Signal the CEO and HR.