Things to Consider Before Firing an Employee

Robin Sweet-Ransom
Dec 15, 2025
3 min read

Terminations are never easy. They affect families, teams, work culture, and even organizational reputation. A leader who acts hastily may later regret it — or, worse, expose the company to legal and ethical consequences.

If you’re contemplating letting someone go, don’t rush to the exit without pausing to ask the right questions. This clarity protects the company, preserves dignity, and reflects strong leadership.

Here are key things leaders should consider before firing an employee.

1. Ask Before You Act — What Does the Employee Need to Bring Their Best?

Before assuming the problem is the employee alone, ask them directly:

“What do you need from this role, from this team, or from me so that you can bring your best self to work?”

This question is not a soft leadership tactic. It is strategic. It...

demonstrates respect
invites accountability
surfaces hidden barriers
reveals miscommunication
identifies reasonable accommodations

If the employee’s answer indicates the company needs to improve communication, support, or leadership practices, then do better where you can and protect both the employee and the company culture.

Remember the purpose of leadership is to: Lead with people, not by power.

2. Self-Reflection: What Could You Do Better?

Before making a termination decision, ask:

“What part of this situation did I contribute to?”

Leaders sometimes forget that performance issues are rarely one-sided. Workplace outcomes are shaped by:

expectations clarity
training and support
feedback frequency
communication styles
role alignment

If your leadership style, expectations, or systems inadvertently contributed to performance issues, then strong leadership means:

✔ Adjusting your approach

✔ Clarifying expectations

✔ Providing better support

✔ Documenting feedback

The question isn’t about blame. It’s about ownership and discernment. High-impact leaders examine both sides before drawing conclusions.

3. Legal and Ethical Protection

Termination decisions, no matter how justified, carry risk. An employee may perceive retaliation, discrimination, or unfair treatment even if you know the decision is right.

Before firing someone professionally and ethically:

✔ Document performance discussions.

Keep records of feedback, expectations, and improvement plans.

✔ Provide clear performance improvement plans (PIPs).

A PIP gives structure and fairness if performance is genuinely lacking.

✔ Ensure consistency.

Are other employees treated similarly under similar circumstances? Uniform application of standards protects against claims of bias.

✔ Consult HR or legal guidance.

Early consultation can prevent costly lawsuits or reputational harm.

Terminations that feel right but aren’t procedure-sound are the ones most likely to return in the form of legal headaches.

4. Consider the Employee’s Humanity

Even when it’s time to part ways, the way you handle the process matters.

A termination conversation should be:

private
respectful
clear
without unnecessary criticism
with closure details offered kindly

Remember, a terminated employee may still speak about their experience in circles that matter. A respectful transition prevents resentment and protects workplace morale.

This isn’t about being nice. It's about ethical leadership and long-term reputation management.

5. Evaluate the Impact on the Team

When one person leaves, the ripple effects are real:

team morale shifts
workload changes
trust is affected
cultural norms are reinforced

Ask yourself:

“How will this change affect the team?Are there better ways to correct behavior without losing capacity?”

Sometimes training, reassignment, or coaching improves performance without terminating a capable person.

Termination may be the right decision, but it should be the last leadership lever you pull.

Final Thought

Firing an employee is a serious leadership decision.

Before you do it, pause and ask:

✔ What does the employee need to succeed?

✔ How could I improve as a leader?

✔ Have I protected the company ethically and legally?

✔ Am I honoring the employee’s dignity?

✔ What will this change do to team culture?

If after this reflection the decision is still termination, then you’ll be moving with wisdom not reaction. Leadership is not just about making hard decisions. It’s about making wise ones.