5 Steps to Firing Someone Through Empathy and Compassion

There are moments when a change must be made.

Through culture design, working toward alignment, and using your systems of development, you have provided each of your employees an opportunity to succeed.

But sometimes it simply doesn't work.

People are not stupid. In fact, people are very smart. People tend to know when their time is done and when it's time to move on.

There is a story being told each day. Each employee and customer is telling you their story with each step, action, purchase, or investment they make.

The question becomes: are you listening?

Are you aware and taking notes on the stories begin told?

This is done through tracking sales activity, notating and reviewing which accounts are performing best, what products clients are purchasing, and when and how leaders are engaging with their team, reviewing performance, etc.

All of these elements make up a larger story being told.

Most leaders understand the operations side of the story- performance and sales reviews, analytics, tracking, and data collection- but far too many leaders forget to take note of the larger picture. They often become so caught up in the small actions or details they forget to step back and see the picture from a 50,000 foot view.

Leading with compassion and empathy is the single most sustainable way to grow your organization in every area. Empathy and compassion are always needed, desired, and yield great benefits.

Empathy and compassion will never lead you down the wrong path. So now it's time to learn to fire with compassion.

Let's explore the five steps to firing through empathy and compassion. No matter the size of your team or organization, you must learn and teach your leaders how to use these steps when making a change.

1- Accountability Matters

Firing someone without cause is the laziest way to lead. To simply decide, with no explanation given, no record of support or development, and no guidance for improvement is a reflection of poor leadership.

Accountability is the only thing that gives you permission to both develop or fire someone. You must be consistent in development and accountability.

This is important because, once you decide to make a change with someone, as a leader of compassion, you must make sure they understand why this change is being made.

There can be no confusion here. Accountability allows you to support them through this transition.

2- Learn to Listen to Their Story

Every single thing that every employee does is telling you a story. If they are not the right person for the job you should know very quickly- if you're paying attention to the story.

As a great leader you should know, without any doubt, why things are happening the way they are. You should also have a culture so clarified and descriptive that people know when it's not working.

All you need to do within this culture is hold people accountable to the story they are telling.

3- Build a Bridge

How you fire someone means more today than ever before. You have a choice- that employee can either walk out the door frustrated but appreciative, or they can walk out the door ready to tell the world how they were treated unfairly.

To be appreciated, all you have to do is listen to the story and build a bridge- a bridge of support. A bridge of trust.

This is about being human. It is about becoming aware of how to treat people in the best way possible. Building a bridge of commonality and support is the best way to be human- and the best way to lead.

4- Reflect on Growth

There is a way to turn exit interviews into opportunities. This way takes place long before the exit interview is even discussed. This way begins when you recruit the person you are now firing.

A successful exit interview is created from day one when people are demonstrated and taught how serious you are about healthy culture.

People need to see that you've taken action, that when previous employees were fired the information they shared was reviewed, caused reflection, and was put to good use for positive change.

When people see this process take place, they will offer their thoughts openly even to their last day.

5- Welcome a Customer

Depending on your company, this support could come through purchases, recruiting other clients, donations, volunteering, or recruiting their friends to work for you.

I have personally witnessed each of these actions taken by someone who was fired. It works. Compassion works.

It is possible for your to fire someone and, because of your presence and support, they become one of your greatest fans.

It is also possible to fire someone and they give a sincere 'thank you' when they walk out the door. I have experienced this many times.

When you hold someone accountable to their truth- to their story- all that is left is gratitude for all involved.

If you have to fire people, fire them with compassion. To do anything less is to fail at being a leader.