I have been on both sides of termination – giving it and receiving it.
I know how it feels to sit across from a manager delivering difficult news. And I know how it feels to be the one hearing it.
Both are deeply human experiences, and both leave lasting impressions.

Even when termination is necessary – for poor performance, misconduct, or business reasons – the way we handle it shapes trust, morale, and the culture we leave behind.

How to Handle Termination
1. Recognize the Human First
Every employee is more than a role or a number. Take a moment to remember that behind every title is a person with dreams, responsibilities, and emotions. A kind word or a listening ear goes a long way.

2. Give Opportunities to Improve
Mistakes happen. Performance can improve. Regular feedback and coaching aren’t just for compliance – they’re for growth. When termination becomes necessary, the employee will have had a fair chance to course-correct. This reflects integrity as a leader.

3. Involve HR and Document Everything
Transparency protects everyone. Documenting performance issues and improvement plans isn’t just legal – it’s ethical. It shows you considered the employee fairly, and that your actions are grounded in accountability, not impulse.

4. Plan the Conversation Thoughtfully
Timing and setting matter. A private, neutral space shows respect. Picking a moment that allows the employee to absorb the news and process it is itself a sign of care. Leadership isn’t just about decisions; it’s about how you make others feel.

5. Be Clear, Honest, and Compassionate
Clarity doesn’t mean coldness. Explain the reason factually, provide examples, and outline next steps. Listen actively to their response – sometimes just being heard can make a difference in a painful moment.

6. Protect Dignity and Privacy
Humiliation has ripple effects. Conduct conversations behind closed doors and with a witness if necessary. How you handle one termination sets the tone for the entire team. Respect here is as much for your culture as for the individual.

7. Handle Paperwork and Logistics Smoothly
Help the employee navigate what comes next – final pay, benefits, agreements. Being organized and proactive reduces stress and demonstrates that even in difficult moments, you care.

8. Support Your Team Afterwards
Terminations create anxiety. Be transparent without breaching confidentiality. Reassure your team, clarify expectations, and celebrate what works well. Culture is built not only in good times but in how we handle challenges.

Terminating a job is hard.
Ending a person’s dignity or potential is avoidable.
Every conversation, every termination, is a lesson in empathy.
Done thoughtfully, with care and respect, you preserve trust, protect your culture, and leave a legacy of humanity in the workplace.