Hey Unfiltered Folks,
Leadership Challenge - "HOW DO I FIRE SOMEONE WITHOUT DESTROYING THE TEAM?"
Answer: You don't hide it. You address it.
You fire them privately.
Then you tell the team what they need to know: the standards haven't changed, and if they're meeting them, they're fine.
That's it.
Don't discuss the person's specific failures.
Do reinforce what success looks like.
The team doesn't need details about why someone left.
They need to know they're safe if they're performing.
Clarity about expectations destroys fear. Silence breeds paranoia.
Question to Consider: What are you afraid the team will think?
Why: The team doesn't need to know why someone was fired. They need to know they won't be fired if they're doing their job.
Here's what's happening: you fire someone. You say nothing. The team panics. "Am I next? Was it performance? Politics? Did they get screwed?" They don't know what standards matter. So they assume the worst.
The cost? Your team doesn't trust you. They wonder who's next. Productivity drops. Your best people update their resumes. They don't want to be blindsided.
But here's the truth: you don't owe them an explanation of someone else's failures. You owe them clarity about what success looks like. "Here's the standard. Meet it and you're solid." That's all they need. If you don't give them that, they'll fill the silence with fear.
Action: After you fire someone, address the team quickly. Same day if possible.
Keep it simple: "We've made a personnel change.
Here's what hasn't changed: our standards. We expect [specific outcomes/behaviors]. If you're delivering that, you're good."
Don't discuss the person's specific failures.
Do discuss what the team should focus on.
If someone asks "Why were they fired?", say: "I can't discuss individual situations. What I can tell you is what we need from everyone going forward."
Make it about standards, not gossip. The team will respect that more than rumors.
Stay Unfiltered,
— Andy
P.S. Clarity about expectations destroys fear. Silence breeds paranoia.
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