When a Manager Has to Let Someone Go
Every manager eventually faces the moment they hope never comes:
“Is it time for this person to move on?”
It’s emotional. It’s uncomfortable. And it’s easy to avoid — sometimes for months longer than we should.
But the truth is this:
Letting someone go isn’t just about performance. It’s about responsibility — to your team, to the business, and to the person who may be stuck in a role they’re no longer right for.
The best managers don’t rush these decisions.
But they also don’t drag them out.
Here are the signs it’s time to consider letting someone go:
Coaching no longer changes behavior — the same issues appear again and again.
You’re lowering the bar to keep them afloat.
The team is carrying their weight — quietly, resentfully, or both.
Their strengths fit another role, but not this one.
You’re doing mental gymnastics trying to justify keeping them.
And here’s what most people overlook:
Waiting too long hurts the entire team — morale drops, trust erodes, standards slip.
Sometimes the kindest thing you can do for someone is to let them step out of a role they cannot succeed in.
The best managers don’t make quick cuts. But they don’t avoid tough decisions, either.
As we discussed in Building Trust Through Consistency, leadership courage isn’t about big moments alone— it’s about steady, clear decisions when they matter most.
👉 Boundless helps managers build the confidence and clarity to have tough conversations, make high-stakes decisions, and lead with fairness — not fear.
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