People Decisions: When Speed Matters—and When It Doesn’t (Part 1)

The Case for Swift Action: Why You Need to Fire Quickly (Part 1 of 2)

Making the decision to terminate an employee is never easy, but delaying the inevitable often makes a difficult situation exponentially worse. While it may seem counterintuitive or harsh, firing quickly when performance or behavioral issues become clear is actually one of the kindest and most professional approaches for everyone involved.

The Hidden Costs of Delay

When managers hesitate to address serious performance issues, the consequences ripple throughout the organization. Team morale suffers as high performers watch subpar work go unaddressed. Projects stagnate, deadlines slip, and quality deteriorates. Meanwhile, the struggling employee continues in a role where they're unlikely to succeed, often experiencing mounting stress and diminishing confidence.

The financial impact is equally significant. Beyond the obvious costs of continued salary and benefits, there's the opportunity cost of work not being done effectively, the time invested in excessive coaching and documentation, and the potential need to redo or fix substandard work.

The Kindness of Clarity

Prolonging an inevitable termination isn't compassionate—it's cruel. When an employee is clearly not suited for their role, keeping them in place prevents them from finding a position where they can thrive. It also creates false hope and delays their opportunity to course-correct their career.

Swift action, when justified, provides clarity. It allows the individual to begin processing the change, seek new opportunities, and potentially receive severance or transition support while they're still relatively fresh from the role.

Best Practices for Quick Decisions

Speed doesn't mean recklessness. Effective quick firing requires:

Clear documentation of performance issues and improvement attempts. This should be ongoing, not something you scramble to create after deciding to terminate.

Consistent application of standards across all employees. Quick action loses its integrity if it's applied inconsistently or appears discriminatory.

Proper consultation with HR and legal counsel to ensure compliance with employment laws and company policies.

Immediate planning for transition, including how to redistribute responsibilities and communicate the change to the team.

When Quick Action Is Essential

Certain situations demand immediate action regardless of tenure or previous performance. These include violations of safety protocols, harassment, theft, fraud, or other serious misconduct. In these cases, delay can expose the organization to legal liability and create unsafe conditions for other employees.

Performance-related terminations may allow for slightly more deliberation, but once you've determined that an employee cannot or will not meet expectations despite clear feedback and support, swift action serves everyone's interests.

The Communication Challenge

Quick terminations require thoughtful communication. Have a clear, honest conversation with the departing employee about the reasons for the decision. Avoid lengthy explanations that might come across as justifications, but provide enough context for understanding.

For the remaining team, transparency about standards and expectations helps maintain trust and morale. While you shouldn't discuss personal details about the terminated employee, you can reinforce the organization's commitment to performance and accountability.

Moving Forward

After a quick termination, focus on what comes next. Conduct an honest assessment of what led to the hiring mistake, refine your interview and onboarding processes, and consider whether the role requirements or expectations need adjustment.

Remember that firing quickly doesn't mean firing frequently. The goal is to make better hiring decisions upfront and address issues early when they arise, reducing the need for terminations altogether.

Conclusion

The courage to fire quickly when necessary is a hallmark of effective leadership. It demonstrates respect for your team's time and effort, maintains organizational standards, and ultimately serves the best interests of everyone involved. While never pleasant, swift and decisive action on personnel issues is often the most professional and humane approach available.

The key is building systems and practices that support good decision-making from the start, so that when quick action becomes necessary, you're prepared to execute it with confidence and compassion.