This article is full of good advice, but one thing Fred doesn't say which should be added: It's quite possible that the employee is already aware that things aren't working out - especially if it's a smaller startup.<p>I cofounded a company and hired a friend who moved across the country. I even went to the mat with another cofounder who questioned whether he was the right fit. Turns out he wasn't. It wasn't his fault. He's very talented, but he duplicated existing skillsets (mine most of all), and the hat we needed him to wear was one that he'd never worn before. And this increased the stress of his job, which only made it even harder for him to be productive.<p>Fortunately, the other founders agreed to be generous about offering him an exit (in line with Fred's advice), and so when he and I had the conversation it was much easier for his departure to be a mutual decision and we've retained our friendship.<p>I would never go into a conversation like this unprepared and rely on the assumption it will be easy or mutual. And I haven't had to do this often enough to know if this was a rare outcome. But if you look at it from both sides and are willing to be generous with the solution, then it is possible that sometimes the "mutual decision" really is a mutual one.
> " I don't like using terms like "fire" or "terminate." To me they have too much emotion attached to them to be appropriate when splitting with an employee. I like to say that "fred was asked to leave the company" or "fred, we need you to leave the company." That works better for me and, I think, it also works better for the person who is being asked to leave the company. "<p>--<p>Honestly, this seems a bit spineless. Don't describe it as "asking them to leave" if in actuality the employee has no choice. If you're telling them to leave and to not show up for work again, call it what it is, either a 'firing', 'redundancy' or 'letting go'. Anything else is just dishonest.<p>In my previous career path we eventually faced massive lay-offs/redundancy across the company. New tech had made our jobs practically obsolete and the layoffs represented an opportunity for me to move on to better things, which is fair enough.<p>However, it always annoyed me how the various communications from Head Office were phrased as 'we deeply regret asking you to leave', when it was so clear that they were delighted to be rid of us, and there was no 'asking' being done at any point.
While "fire" and "terminate" (someone) might bear too much negative emotions, "asking to leave" leans too much on the rosy side. Usually "asking" implies they have a choice, right?
Any recommendations for someone who's been fired?<p>How can I help someone who's been fired bounce back?<p>What should someone who's been fired tell potential employers why they're no longer with a previous employer?<p>I'm trying to help a friend, but I've never gone thru this, so I feel powerless.
tldr: The author is actually talking about <i>firing</i> an employee, but communicating it as "we need you to leave the company", while at the same time "being generous in financial terms and emotional terms".<p>Just some perspective: Not sure about the EU in general, but in Greece at least, asking someone to leave the company is synonymous to forcefully making one quit. This arm-twisting has far-reaching implications for the person leaving the company; Namely no unemployment benefits or severance package. I wouldn't want to work for such a company and would actively discourage others to do so.<p>Just wanted to add some cultural perspective; I am aware the situation in the US (and the author's) is totally different.
I've always wondered...how do you go about discussing such things as recommendations/references in this situation? If you are one of the employee's only employers, you'll likely be one of his/her only references...<p>Do you talk about the situation? And how much of is it contingent on the circumstances of their leaving (obviously a reference would be out of the question if the firing was for severe misconduct)?
Notice there is nothing in there about 'why' they're being asked to leave. Getting into the why's is exactly the wrong thing, even if the employee wants to know that. Also, it is possible you will stay something wrong in the explanation that a lawyer could then use against you. I'm speaking of the US only, in this case.