I Just Let a Team Member Go…Now What?
Let’s face it — being a CEO has its perks, but letting a team member go isn’t one of them. That’s one of the hardest parts of the job, and it’s one of those crappy realities that no one really talks about when you start building a business.
The truth is, it’s hard. It’s emotionally draining, uncomfortable, and sometimes even makes you feel like the “bad guy.” Even if that person hasn’t been with you for long or you know you were justified in your decision.
But it is a reality you’re going to face at some point in your business.
If you find yourself in the aftermath of letting a team member go, or fear that it may need to happen soon, here’s how you can handle it with grace, professionalism, and compassion.
When You Let a Team Member Go, Notify the Rest of Your Team
First things first — let the rest of your team know. You don’t have to give details or go into a lengthy explanation. Just keep it simple and respectful — it’s the best way to handle these types of situations.
You’ll also want to inform team members how their roles may be affected by this change. You don’t have to have everything sorted out right off the bat, but do let them know you’ll be in touch about how roles and responsibilities will change.
And I firmly believe that keeping the door open for communication is a must in these situations. So make sure they know that if they have any questions, they can reach out to you (or your online business manager, if you have one).
Remove the Team Member From Your Systems
Whenever you let a team member go, make sure one of the first things you do is remove their access to all company systems. That means project management platforms, Slack access, Voxer groups, email, or any other accounts they may be tied to.
If you’re using Google Workspace, this will be pretty easy to do as long as they have their own email. All you have to do is delete their email address, and they’ll lose access to everything tied to that account, keeping your business information secure.
(Don’t have custom emails for your team members? Now is a great time to start! Not just because removing access is easy, but it helps keep everything organized and accessible while they’re on your team!)
Figure Out if You Need to Replace Them
Letting someone go is stressful. And while you’re trying to sort everything out after they leave, it can feel chaotic and overwhelming. You may have to take on tasks you wouldn’t normally handle, and you’ll probably have to deviate from your typical workflow, at least for a little while.
But don’t let this lead to a hasty decision! I know it’s tempting to go out and hire someone to replace them ASAP, but take a second before you do.
Do you really need to replace them right now? Or can their tasks be absorbed by the rest of your team? The answer is always going to depend on your specific situation. But don’t automatically assume that you need to hire a replacement, or hire one right away.
Take time to evaluate your current team’s capacity and whether or not this position is essential moving forward. Plus, it’s better to get your bearings together before hiring someone new so you can set the next person up for success!
Communicate With Your Clients and Customers
If the team member you had to let go was in a customer or client-facing role (like a community manager or account manager), you’ll need to let your community know.
Your customers or clients may have grown attached to this person. Seeing them disappear with little to no explanation is jarring, and honestly, isn’t great for building and maintaining trust with your people.
Like communicating it to your team, keep it simple when you let them know someone has moved on. And when/if you find a replacement, don’t forget to introduce them!
You’re Not a Bad Person for Letting a Team Member Go
You’ve probably scrolled through this post trying to shake off the feeling of guilt you have about this decision. There are very important logistics to consider when letting someone go, but there are also a lot of big emotions — like doubt, fear, and even sadness.
As someone who’s supported CEOs through plenty of hiring and firings, I want to leave you with two reminders:
- It’s okay to feel this way. You’re a human, not a machine. Feeling that way doesn’t make you weak, incapable, or bad at your job. You’re allowed to be upset.
- You’re not a bad person for letting someone go. It’s your job to make the best decisions possible for you and your team. And unfortunately, sometimes that means letting someone go.
I know it sucks, but what’s important is that you handle the situation with compassion, clear communication, and professionalism — whether the situation ended poorly or not.
You’re Not in This Alone
Does the idea of letting a team member go break you out in a nervous sweat?
Making big decisions as a CEO isn’t always easy, especially when you’re spinning a lot of plates trying to keep things trucking along while also figuring out how to grow.
But you don’t have to make these big decisions alone. It’s in these moments that an OBM can really help! Part of our job is to support you, the business owner, as you make these tough calls. And sometimes, that looks like handling everything we talked about in this post.
If that’s the kind of wing woman you need in your business, you can learn more about everything an OBM can do for you here.