The 5 Steps of a Healthy Termination

Generally, your gut knows before the rest of you. It’s just hard to get your heart to admit it. Or your mouth to even say the words, “You’re fired.” Even typing it is hard. So how do you actually go from having an idea that someone is not quite up to par or pulling their weight to knowing it is time for a necessary ending?

Many leaders have the tendency to wait and give the individual more leeway, especially if the staff member has not violated any rules and isn’t egregiously underperforming. But your goal is to build up a rock star team that does amazing work. You need exceptional and engaged employees. If the employee in question simply isn’t, you have a responsibility to look at all the options and make the best decision for your organization and, ultimately, for them. Sometimes that looks like firing someone.

Here are the five basic steps in a healthy termination:

1. Think It Through

  • Imagine your ideal team. Is this person on it? 

  • If you were hiring for this position, would they be selected? 

  • If they decided to resign, would you try to convince them to stay? 

  • Consider where your organization is going and whether the employee has the skill set to come along.


2. Run Through Other Options

  • Is the employee aware of the issue? Given the opportunity to correct it?

  • Did they get enough training or support?  Are expectations too vague? 

  • Did the job grow/change and the individual did not?

  • Did you hire the right person? If so, are they simply in the wrong position? 


3. Ask Questions

  • Ask other employees in the same area for their observations of their department: flow, function, efficiency. If there are complaints, ask for concrete examples.

  • Run the scenario by trusted colleagues to make sure you’re thinking clearly

  • Be discreet in order to protect the privacy of the individual and personnel decisions


4. Gather Data 

  • Review company policy and past practices

  • Check their employee file for documentation or previous disciplinary action

  • Look at past performance evaluations, to see whether they have consistently failed to meet goals

  • Reread coaching or meeting notes to see if they confirm your reasons for termination

5. Pull the Trigger

  • Be quick once you have made the decision to terminate employment

  • Be honest and clear about the situation and your reasoning

  • Draw up and ask them to sign a separation agreement

  • Conduct an exit interview to allow them to share their experience

  • Offer a care plan to help them transition after termination

Ultimately, no one wants to fire someone or be fired. But once you exhaust all the training and coaching options in your arsenal, termination may be the healthiest thing for the organization and for the individual. If you need still need a little help, that’s ok. It’s what we’re here for. Our HR Ministry Professional Certification walks you through how to “End Well”, and everything else you need to know about church HR. Click here to schedule a call to discuss how we can help in your unique situation or click the button to learn more about the HRMP Certification!

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