Isolate your role as employer from your role as friend. [1] X Expert Source Amber Rosenberg, PCCPacific Life Coach Expert Interview. 8 March 2022. Be the boss, not the friend, when you tell your friend that his or her job is terminated. This is important both for your own state of mind and for the way your friend perceives the action. Ultimately, you lay off a friend the same way you would lay off anyone else—the key is keeping it professional by creating boundaries. [2] X Expert Source Amber Rosenberg, PCCPacific Life Coach Expert Interview. 8 March 2022.
Offer to do what you can to help your friend to find work elsewhere. As part of your friend-role, consider offering an excellent reference and being available to help him or her work through cover letters and CV revamps. [4] X Expert Source Amber Rosenberg, PCCPacific Life Coach Expert Interview. 8 March 2022. Look for job openings before having the conversation to have something else set up in advance.
Shoot your friend a text to let them know you’ll be watching football and would be happy to have some company, but let it be their decision. Avoid guilting them into socializing.
Imagine the worst or most hurtful thing your friend might throw at you in anger. Assume this will be said and don’t take it personally.
If a boss told you to fire your friend, it’s ok to pass the buck. Present the reasons as honestly as possible for the firing and offer your sympathy to your friend. Even if you agree with your boss’s rationale, it’s probably not the time to voice it: “It’s not my call to make. I wish it could be some other way, but my hands are tied. " If your friend has done something unethical or harmful for the company and it’s your decision to terminate their employment for the good of the company, focus on the other employees to whom you owe as much as to your friend: “We go way back, and you’re my friend, but it can’t work this way. I have to think about all my other employees, too. If I don’t listen to them, this business could fall apart. " If your friend is underperforming or unsuited to the role assigned, focus on the conversation as a favor and an opportunity to succeed elsewhere, rather than a failure: “I want to see somewhere you’ll be happy and your talents can be used like they deserve to be used. I’m sorry that place can’t be here. "
Make it clear that your friend’s job will be terminated if the new set of goals is not met in the time discussed. If it doesn’t happen, go through with the termination knowing that you gave them as much of a chance as possible. Document your discussion and keep this report with your employee records. You may need to deal with objections by referring to the documentation of your previous conversations, so keep good records.
Organize the position such that your friend’s weaknesses might be lessened by the new position, making it a win-win. Your friend either gets to leave the company for greener pastures, or stay on in a position in which there is an opportunity for success. [5] X Research source Alternatively, consider a promotion or a transfer. While this might be considered “passing the buck,” if you can get rid of your friend without firing them outright, you can avoid the ugly confrontation. If you can get your friend a new job with a similar company, you’ll have solved both your problems.
