As employers or HR managers, we sometimes have to make the hardest personnel decisions; the ones that directly affect the livelihood of employees. Most professionals feel that the most difficult responsibility of their position is terminating somebody’s employment.  They may go ahead and try to assuage their guilt or discomfort by postponing the inevitable and trying to find another position for the employee; or simply dragging the end date as long as possible. Although letting go of an employee may feel like a failure, it is sometimes an inevitable and necessary step for a company in order to function and perform better, and there are clear instances wherein procrastination can hurt both the employer and the employee. It’s particularly hard in times of lesser revenue, when companies have an absolute necessity to cut costs and to become leaner and more effective. In such conditions, employees are sometimes terminated for no fault of their own.  They may have been loyal, honest, and hardworking, but their contribution to the company was not sufficient to justify their continuous employment.

The legal system in the US, with employment at will, makes it immediate termination possible, as opposed to certain countries of Europe where it is an awkward, difficult and long process. We are actually famous for the Hollywood scene where the employee is suddenly notified of his dismissal, gets a cardboard box and a security escort out of the building. It raises cries of horror among my French colleagues, who have been influenced by long years of socialism. It is true that things that are legal are not necessarily ethical, and that caution should be used when striking at something as vital as a person’s livelihood. On the other hand, the organization can bleed, too, from overuse of resources, putting everybody at risk. As I work with start-up and small companies, it is clear that people are often stretched to the maximum of their capacities and goodwill. The ones who do the absolute minimum to just get by are the first to go, because the company simply cannot afford them. I do believe, however, that they are somewhat aware that they are pushing the limits and that at some point the free ride will end. In a philosophy of win-win, the sinecure job becomes very suspicious, and inevitably provisory. Great and successful companies even practice systematic “pruning” of their employee roster, keeping only the best to stay competitive within their industries.

In short, as uncomfortable as it may be to our psyche and karma, we all have to make the decision that is right for the business entity we represent. In times of tough market and constricting resources, we have to let go, dispassionately and with empathy, of the lesser performers, and realize that perpetuating imbalance is also a form of evil.