Letting Someone Go on a Small Team
Summary
- When you have to let someone go, always speak respectfully and empathetically to the team.
- Announce the news in a considerate way. For example, you could say, "I have some really unfortunate news to share. Today, I let go of Jenny. Jenny is a fantastic person, and I know many of you are friends with her. I hope you maintain your relationship outside of work."
- To respect the person leaving, don't go into too much detail about why they were let go. Simply say, "We felt like it wasn't a fit."
- Encourage the team to come to you privately with any questions to avoid gossip and maintain respect for the person who was let go.
- Be as transparent as you can about the situation while respecting confidentiality.
- After the announcement, reach out to people individually, especially those who were close to the person leaving, and schedule one-on-one calls to address their concerns and provide support.
Video
How To Take Action
Handling Letting Someone Go
I would suggest implementing these steps to let someone go while minimizing negative impact on your team:
1. Speak Respectfully and Empathetically:
When delivering the news, use a kind and sincere tone. For example, say something like, "I have some really unfortunate news to share. Today, I let go of Jenny. Jenny is a fantastic person, and I know many of you are friends with her. I hope you maintain your relationship outside of work."
2. Be Considerate:
Announce the news gently and brace the team for the information. This approach shows you understand their feelings and value their relationships.
3. Maintain Confidentiality:
To respect the person who was let go, avoid going into too much detail about why they were let go. Simply state, "We felt like it wasn't a fit." This respects their privacy and avoids potential gossip.
4. Encourage Private Questions:
Invite team members to ask you questions privately. This helps them get the information they need while avoiding public discussions that can lead to gossip and hurt feelings.
5. Be Transparent:
Share as much information as you can without breaching confidentiality. This approach helps build trust and ensures the team feels informed and valued.
6. Offer Individual Support:
After the announcement, reach out individually to team members who were close to the person leaving. Schedule one-on-one calls to address their concerns and provide support. This personalized touch helps them feel cared for and heard, reducing anxiety and speculation.
By following these steps, you can handle letting someone go in a way that respects everyone's feelings and maintains a positive team environment.
