by Bryan Falchuk, Inc. Magazine, 10/26/17.
…How To Do It Right
So what do you do to do this right? It is pretty simple, actually. Just tell them the truth as soon as you see it brewing. If it is something they can fix, then giving them the heads up allows them a chance to make things better before it is too late. And if it is about their role no longer being needed, just do the right thing, tell them that, and be supportive through the severance process.
The tough conversation might take an hour or two. While that may sound like more than you want to deal with, the alternative is months or even years of discomfort with residual costs for you, the employee and the organization that can go on for even longer. Do the math, and the answer of which path is better becomes obvious.
Let them leave with their dignity and career story intact. Let your other employees get on with their jobs free of the burden of an employee that no longer really fits in.