Why Managers Say They 'Feel Bad' About Terminating a Good Employee

Managers often find themselves in the difficult position of terminating an employee, even if they are a 'good' one. The choice to fire someone is seldom an easy one, and the manager's expression of feeling bad during the process is not merely a display of empathy, but a reflection of their human nature and the broader consequences of such decisions.

Common Reasons for Employee Termination

There are several common reasons for terminating an employee:

Performance Issues: Incompetent or inefficient performance is one of the most common reasons for termination. When an employee consistently fails to meet the performance standards set by the company, it can lead to a situation where termination becomes necessary. Attendance Issues: Frequent tardiness or excessive absenteeism can also warrant termination. These issues demonstrate a lack of commitment and reliability, which are crucial traits in any professional environment. Policy Violations: Violating company policies, such as engaging in sexual harassment or bullying, can lead to immediate termination. These behaviors not only damage team morale but also create a hostile work environment. Crimes: Engaging in criminal activities such as theft or assault can result in a termination without further consideration. These actions not only harm the individual but also pose a risk to the company's reputation and safety. Layoffs: A lack of work or financial reasons can sometimes lead to layoffs. While these are common, they are different from standard terminations, as they often involve the possibility of recall.

The Challenges of Making Difficult Decisions

As a small business owner, I faced a difficult situation when my liability insurer forced me to terminate an employee who had been involved in two fatal shootings. Despite being a great employee with potential, the decision was made to prioritize the safety of the remaining employees. Expressing regret over such a decision is natural, especially when the employee is a good worker and a friend.

Managers realize that even when they are forced to terminate an employee, they are impacting someone’s livelihood. Whether the employee was a good worker or someone who was simply deemed unsuitable, the manager's decision is still a blow to the employee's well-being. It's a difficult balance to strike, and expressing regret helps to ease the pain for both parties involved.

Humanity and Empathy in Decision Making

Managers are human beings, and as such, they are prone to feelings of guilt and regret. Just like any other person, a manager can feel bad about firing someone, even a "bad" employee, because they know their decision can have serious consequences on someone's life. Understanding and acknowledging these feelings can help in the termination process.

Let’s also consider the example of a truly toxic or abusive employee who has deliberately caused harm to others. A conscientious manager would feel bad, not only for having allowed such a situation to persist but also for the initial hiring mistake that led to this outcome. In such cases, the manager’s regret can stem from a mix of pity and relief.

Ultimately, the decision to terminate an employee is never easy. Managers have to make difficult choices and sometimes this process can evoke mixed emotions. It is important for managers to be empathetic and understand the broader implications of their decisions. After all, when a terrible thing happens, it feels bad, regardless of one's role in it. As the mayor of a town, one would still feel bad after a hurricane, even if they played no part in causing it.

Conclusion

Managers say they 'feel bad' about terminating a good employee because it's a difficult decision with serious consequences. Expressing regret is a way of acknowledging the impact on the employee and the broader organizational dynamics. It's a natural part of the human experience and a reflection of the manager's commitment to empathy and responsibility.