top of page


I recently read an article asking which day of the week was best to fire someone. If only it were so easy!

Obviously, the conversation is more complex. The reality is that “best way” to fire someone is ensuring the employee isn’t surprised by it. As a former employment defense lawyer, I’ve seen the costs and emotional drain when handled improperly.

Today, in supporting entrepreneurs implement best practices, I share that successful strategies can be structured — long before PIPs and termination discussions take place. Successful organizations a) minimize legal liability and b) transform their businesses with proven processes:

  1. Identify the objective expectations for each employee. Ideally, from the date of hire, but it’s never too late!

  2. Create a meeting rhythm with management to support and provide feedback to employees. Today’s employers meet with employees more frequently than annual reviews and disciplinary discussions.

  3. Be candid about the employee’s need for improvement, set reasonable target dates, and support the employee accordingly.

Using these processes, many employees acknowledge their inability to meet expectations and leave voluntarily — often finding their joy in another workplace setting. The failure to implement this type of structure, however, results in managers secretly allowing frustration to build, ultimately making a termination decision that employees perceive as unexpected.

Overall, businesses thrive when employers provide clarity on expectations. While it takes time to create the rhythms for these meetings to happen, the outcome benefits all parties.

What has your experience been?

Stay focused,


2 views0 comments

Recent Posts

See All
bottom of page