Letting go of an employee feels like cutting off a limb to save the body—painful yet sometimes necessary for survival.
When I had to part ways with a cherished team member at Swift Kick Leadership—someone who was not just a colleague but a vibrant part of our company culture—it was like removing the sunniest spot from our office. Her energy was infectious, and meetings were always brighter with her in them.
Yet, as leaders, we sometimes have to make decisions that feel like choosing between the heart and the head. Maintaining the health and growth of the company meant making this tough call.
The reason I share this story is to highlight a critical leadership challenge: how to let someone go while sustaining the morale and confidence of those who remain. It’s a delicate dance every leader must master. Supporting this balance is crucial.
The Harvard Business Review notes that transparency and communication are key in such situations. When leaders communicate openly about the reasons behind their decisions, it builds trust and reassurance among the remaining team members. They need to know that the decision, albeit difficult, aligns with the company’s vision and values.
The swift action of addressing concerns head-on with empathy can prevent the dreaded slide into disengagement, which a Gallup study equates with costing U.S. companies around $450 billion each year in lost productivity.
After letting someone go, the onus is on leaders to rally the troops, reaffirming their roles and the importance of their contributions. This can be as simple as initiating a Blender Event, where team members can reconnect and share their thoughts openly, or as structured as setting up one-on-one check-ins to address any lingering concerns. We call this building a Culture of Connection™ where every member feels valued and cared for, even amidst changes.
But what about you, brave leader? When faced with the challenge of letting someone go, how do you ensure your team remains engaged and motivated? Here are a few strategies that have helped me:
- Communicate Openly: Share the ‘why’ behind the decision, focusing on the team’s future and individual roles in achieving it.
- Reassure Continuity and Growth: Highlight ongoing projects and future opportunities that reinforce stability and potential.
- Celebrate Contributions: Acknowledge the departing team member’s impact and encourage others to step up into new roles.
- Facilitate Open Dialogue: Encourage feedback and questions. Use tools from the Engagement Pyramid to ensure everyone feels heard.
- Lead with Empathy: Adopt the Two Hat Theory—balancing the Technical Hat of decision-making with the Human Hat of empathy.
Remember, the goal is not just to manage the immediate aftermath but to strengthen the team’s resilience for the future. By handling departures with care and clarity, you not only uphold morale but also reinforce a culture where engagement thrives, even in the face of difficult decisions.
