Why (and how to) Let Go of a Marginal Employee—Without the Drama

Fire an employee respectfully. Our guide helps you let go of marginal employees without the drama, so you can build the all-star team your company deserves.

Do It Right, Have Needed Conversations Sooner Rather Than Later

KickStart: STOP putting up with marginal employees. Do your homework on the legal aspects and then respectfully help them get on with their life.

If you haven’t faced it yet- you will. Or even worse- you likely should have done it months or even years ago! (The longer you postpone it the worse the inevitable breakup will be!)

Yes, I’m talking about what every home service business owner dreads—but eventually must deal with: letting go of a low-performing, “marginal” employee.

Look, I get it. You’ve got a residential services business to run, jobs to schedule, and the last thing you want is the ugliness of firing someone. Heck! It’s going to be awkward, even confrontational and then the headache of hiring someone new! AAAARGH! 😡

It is just too much to deal with! So, you put it off while vainly hoping/begging and/or praying that they’ll improve and/or at least quit on their own. Am I right… or am I right? 🤔But, folks, here’s the hard truth...

The longer you hang onto a “barely adequate” (or worse!) employee, the longer you delay hiring a top-notch, stellar individual. Believe me—the employee who shows up on time, treats your customers right, and makes your life fun again—IS out there waiting for you!

But you won’t find these great individuals while you’re babysitting someone who shouldn’t even be allowed on your customers' premises- much less your payroll. Still hesitant? I used to be too. But let me ask you this…

If you have a tech in your client’s home, and you aren’t 100% confident in their moral character or honesty… how long will you let that slide? Think about this question carefully. I’ll wait…🤔

Still pondering? Then reflect on this. Your marginal tech- the one you’re agonizing about letting go- isn’t bolting on fenders in anonymity in a factory environment. You are sending him or her into the customer’s “inner sanctum” of their precious home!

Yep, as a residential services entrepreneur you have a huge moral, legal, ethical and financial responsibility to your customers—and to your business. So, let me help you out here…

How do you fire someone without turning it into a nasty, possibly even violent, ugly meltdown? To set the stage, let me start with…

Steve’s True Story time: I literally once had a girlfriend break up with me with the ol’ classic cliché line: “It’s not you, Steve. It’s me.” (Actually, it WAS me and deep down inside I knew it!) 😮 OUCH!

But you know what? Thanks to my suddenly-ex-girlfriend’s tactful response I didn’t dissolve in tears in front of her1 (This at least let me walk away with my shredded dignity semi-intact!)

You can do the same for your soon-to-be-ex-employee. Here’s what you should say:

“Bill, I want to thank you for your efforts over the last six weeks since we hired you. I really appreciate and respect how hard you have tried to make this work.

But Bill, I think we’ve both come to see that this job just isn’t going to give you what you need in your career long-term. So effective today, I’ve decided to give you the space and time to find a position that’s a better fit for you.”

That’s it. Clean, respectful, and to the point. No lectures. No guilt trips. Don’t try to fix your "Hiring Mistake" on their way out. Just part ways professionally so both of you can keep moving forward.

⚠️ Heads up: Terminating someone has legal strings attached. Check your state’s labor laws or even better, talk with your attorney before making a move. Don’t wing it.

And finally—don’t let your emotions get the best of you. Even if you feel betrayed or disappointed, keep your cool. Treat every departing employee with respect, whether they deserve it or not! Because it’s not just about them—it’s about the kind of leader you choose to be.

NOTE: The above principles (and my genius firing script above) will greatly improve a stressful situation. But even better is to proactively recruit the Very Best People who will love and prosper in the job you are offering.

This is why I beg my HFS coaching clients to do a one-day, paid “working interview” BEFORE they offer full-time employment to even the best candidate.

Bottom line? Your business can’t afford to carry dead weight—especially when the right person could be one hire away. So take action, do it right, and build the all-star team your company (and your residential customers) deserve!👍👍