Why Do Managers Feel Unmoved When Firing Horrible Employees?

While many managers may initially love the idea of firing "horrible" employees, the reality is often far from romantic. These individuals frequently feel little remorse when throwing another person's life into chaos, focusing solely on the interests of the company and themselves.

A Personal Story of Frustration

As a former employee who experienced an unexpected and abrupt firing, I can attest to the traumatic impact such actions can have. During a conversation, my former manager expressed relief at my departure, asserting that I should have been relieved too. His callous statement was intended not to console me but to absolve him of any responsibility for his actions.

He claimed I would quickly find a new job, not just any job, but one that was better paid. However, this proved wishful thinking at best. Eager and hopeful, I sat anxiously wondering how I would secure a new employment within a month, let alone one that was more lucrative. Unfortunately, reality painted a different picture. It took significantly longer to find a new job, and the financial strain was considerable.

The Unconscious Bias Behind Firing Decisions

Often, managers make the difficult decision to fire employees unconscious of their true motives. They subconsciously believe it's their role to help employees improve, and firing becomes a last resort when all other attempts have failed. However, holding on to a problematic employee too long can be detrimental to both the employee and the organization.

Managers’ Reactions to Firing Employees

Unsurprisingly, not all managers feel the same way when it comes to firing employees. Personally, I have experienced removing several "horrible" employees with no feelings of remorse. In some instances, I even found satisfaction in doing so. While maintaining a professional demeanor is crucial, I genuinely didn't care. I’ve gone as far as to say that some managers view firing not just as a necessary evil, but as an opportunity to make important changes within the organization.

Consequences for Both Parties

The firing of an employee can have wide-ranging and significant consequences. Beyond the immediate emotional distress, the financial impact can be substantial. In my case, the decision to let go of an employee directly contributed to a drain on our resources, amounting to 215K in healthcare insurance premiums. This is not an insignificant sum, especially for a family.

Additionally, the manager who made the decision must also face the moral (and sometimes emotional) burden of what they have done. The aftermath of such decisions can be complicated, leading to questions of integrity and professionalism. It's important for managers to reflect on these outcomes, ensuring that their actions align with the organization's values and the well-being of all involved.

Conclusion

While it's easy to romanticize the act of firing an employee, the reality is much more complex. Managers must grapple with the emotional and financial consequences of such decisions. Ultimately, the choice to fire should be made with a clear conscience, ensuring that the decision is fair, just, and in the best interest of everyone involved.

Keywords: managers, firing employees, employee management