While participating in a management meeting, I witnessed an intense discussion about whether Alex, a long-time employee, should be terminated.  Most admitted concern about Alex’s performance but several were hesitant fire Alex.

Managers who argued for keeping Alex made statements like:  “Alex has been with us for a long time.”  “Technology has changed his job a lot.”  “He’s not a bad person.”

Managers struggle with termination decisions because they realize employees need income for food, clothing, and shelter; and often, to support family members.  Peers, even though they realize that their workload is overburdened by a slacker, may still worry about the forever absence of a work associate.

Below are four signals to clarify the appropriate time for pressing the termination button.

The low-performing employee . . .

1. . . . is unresponsive to coaching and training.
2. . . . shows little or no enthusiasm for the job.
3. . . . complains excessively about managers’ decisions.
4. . . . has shown little, or no, improvement for six months.

If any one of the four statements apply, a caring termination is likely better for both the company and the employee.