A Termination Shouldn't Come as a Surprise
- Leslie Speas
- Aug 14
- 2 min read
One of the most uncomfortable things I hear from a manager is:
“They’re going to be completely shocked when we let them go.”
If that’s true, there’s a good chance something has gone wrong long before the termination meeting.
1. The manager has been talking about the employee instead of talking to the employee.
Everyone in leadership knows there’s a problem. The employee doesn’t. Managers often avoid difficult conversations because they don’t want conflict, hope the situation will improve, or simply don’t know what to say.
2. The feedback has been too vague.
“Step it up.” “Be more proactive.” “Your attitude needs to improve.” Those statements don’t tell someone what needs to change. Employees need specific examples, clear expectations, and an understanding of what acceptable performance looks like.
3. Expectations haven't been clear in the first place.
Before holding someone accountable, ask: Did we clearly tell them what success looks like? A job description alone usually isn't enough. Employees need to understand priorities, performance standards, responsibilities, and how their work will be evaluated.
4. Conversations happen, but there's no follow-through.
A manager has one difficult conversation and assumes the employee understands the seriousness of the situation. Then weeks pass without another discussion. If the problem continues, the manager needs to address it again, document what was discussed, and make the consequences clear.
5. The employee hasn't been told their job may be at risk.
There comes a point when coaching needs to become more direct: “We need to see improvement in these areas. If that doesn't happen, your employment may be at risk.” That shouldn't be the first performance conversation, but it shouldn't be avoided when it's warranted.
Note: Sometimes there are situations involving serious misconduct, safety, harassment, etc. where immediate termination may be appropriate.
The goal isn't to make termination harder. It's to manage performance better.
Sometimes an employee simply isn't going to succeed in the role. When that happens, termination may be the right decision. But when managers set clear expectations, address problems early, provide specific feedback, document important conversations, and give employees a reasonable opportunity to improve, the final decision shouldn't come out of nowhere.
P.S. If you need help with managing performance better, reach out! InfluenceHR Consulting helps growing organizations fix the people challenges that are holding them back.
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