Guide
Have the conversation with care and clarity
Deliver difficult news directly and respectfully, without dragging it out or softening it into confusion.
Get to the point early
Opening with small talk before difficult news is harder on the other person, not easier. State clearly and calmly what's happening within the first minute.
Explain briefly, don't over-justify
A short, honest reason is enough. An overlong justification can come across as needing to convince yourself as much as them.
Let them respond
Give space for questions or reaction rather than rushing through a script and leaving. This is one of the harder moments of their day, treat it that way.
Close with the practical next steps
Final pay, return of equipment, what happens today, cover this clearly so they leave the conversation knowing exactly what to expect.
That’s the whole thing.
Keep going
What to read next
- 01
Letting Someone Go
Know when it's time to let someone go
Recognise the signs that a role genuinely isn't working, rather than hoping it resolves itself.
- 02
Letting Someone Go
Prepare properly before the conversation
Get the practical and human details right before you sit down to let someone go.
- 03
Letting Someone Go
Handle the aftermath, for the team and for you
Manage what happens next, for the remaining team, the departing employee, and yourself.