Need to fire someone - timing?

[Anonymous]

A person who works for me has been screwing up lately and just is really not qualified for job. Ok person but they sense it too.

I am wondering should I just off-board this week? Don’t want to do Xmas week or new years week.

The impending doom is stressing the person so don’t feel I am helping much by letting them hang on.

I don’t need to PIP or give notice.

Is next week better than waiting to Jan? Or just rip off the bandaid?

[Anonymous]

If they stay into January, can get they get a bonus? Do you want to give them that? Do you already have someone lined up to step into their role? These are all things to consider.

Aside from that, I was taught to always let someone go with someone else in the room with you, and to do it right at lunch and say they'll get paid through the end of the day, or at the end of the day. That way other employees don't think it's weird that they're walking out.

[Anonymous]

Anonymous wrote:If they stay into January, can get they get a bonus? Do you want to give them that? Do you already have someone lined up to step into their role? These are all things to consider.

Aside from that, I was taught to always let someone go with someone else in the room with you, and to do it right at lunch and say they'll get paid through the end of the day, or at the end of the day. That way other employees don't think it's weird that they're walking out.

We are hybrid so will be when they are home. So no drama. I need to replace after the spot opens. So can’t line up a replacement ahead of time either way. And bonus is not like to March and doubtful they get one based on performance.

My job people usually just disappear. We do notify people the next day. But since we do it on remote days no one really notices.

[Anonymous]

At this point, just wait until January. Really crappy to let someone go the week before Chriestmas

[Anonymous]

Anonymous wrote:At this point, just wait until January. Really crappy to let someone go the week before Chriestmas

This. You’re not going to hire a replacement Christmas week. Letting someone go now is such Scrooge-like behavior, you should be expecting three ghosts to visit.

[Anonymous]

Will they get insurance for January if you do it on the second? Can you afford to have last day be January 2 and have them go on vacation till then?

[Anonymous]

They sense the doom? Has there been no conversations about their career goals and transitioning them elsewhere in the company? How does someone not get continuous feedback on their work then fired by a”no need to give notice…can I do it Christmas or new years” supervisor?

Hope their next job is in government so they don’t have to worry about this bs

[Anonymous]

Please wait until January.

[Anonymous]

The health insurance point that a PP made is a good one. Let them stay until Jan 2 so they have insurance until Jan 31.

[Anonymous]

Anonymous wrote:The health insurance point that a PP made is a good one. Let them stay until Jan 2 so they have insurance until Jan 31.

+1

[Anonymous]

Anonymous wrote:Please wait until January.

I see that but on other hand I have to replace in 2026 and have a fixed budget. So every day in 2026 takes away from budget I have to hire next person.

Also we might give two weeks pay when let go as no notice. So if in 2025 it hits this budget not next year.

We do projects where let’s say 3 people on it the other two do 90 percent of work as person as soon as hits roadblock stops work and just sits or he goes forward and does it wrong. Also zero sense of urgency and sloppy work product. Nice person just over their head.

Once I was let go Dec 31st. Did not want it in budget for next year. Got two weeks severance as a shorter time job. In one way sucked as let go New Years Eve, on other hand jobs open up
Jan 2nd and hard to hire as people waiting on budget. I ended up getting a great new job.

YE reviews happen in Jan and the PIP route is not productive, if person just can’t do job. I fear it will just be more mean to do a PIP and performance based firing than a simple off boarding. Like I got on 12-31 years ago.

[Anonymous]

Anonymous wrote:At this point, just wait until January. Really crappy to let someone go the week before Chriestmas

Yes to the above.

Or right now work with HR to notify them now they are on a (possibly short) PIP that lasts at least through January. That way they understand a layoff is likely and have a few weeks to manage holiday bills.

Honestly, this really ought to have been done either before Thanksgiving or well after New Years. That way people are not caught short with holiday bills at the same time as the layoff. Treat people in a humane manner.

[Anonymous]

Do not be Scrooge. That would reflect very badly on both company and on you.

[Anonymous]

What does HR say?

[Anonymous]

My dad got fired more than once, including right before Christmas.

I was quite young, but still recall the darkness in the house from the timing of the Christmas firing. Getting fired before Christmas was worse that the other firings.

A sibling had to fire someone right before Christmas. For all the reasons you mentioned, the company did not want to wait until the new year. It was crushing for my sibling, especially because they also remembered our dad getting fired before Christmas.

You have to do what you have to do. Is it possible to fire him the week after Christmas, but before January?

It will still suck, for both of you, but it might be less sucky for the employee and for you.