Before You Fire That Team Member—Do This First

Scaling a service-based business means building a team you can rely on.
But what happens when a team member just isn’t delivering?

Deadlines are missed.
Ownership is slipping.
And you’re left frustrated, wondering: Should I fire them?

Here’s the truth:
Most firing decisions go wrong because they’re made too late—or because the real issue was missed early on.

Before you move toward termination, here’s what you must do first:

Step 1: Stop Hiring Problems Before They Start

Most team issues don’t start at week 10. They start during the hiring process.

✅ Design Roles Properly

Avoid hiring based on urgency or personal connection.
Instead, create roles with:

• Clear responsibilities
• Defined outcomes
• Long-term growth pathways
  

✅ Set Clear Expectations Upfront

Use structured interviews, behavioural-based questions, and clear role KPIs to filter candidates before they ever reach onboarding.

✅ Onboard and Engage Intentionally

Many performance issues stem from poor onboarding.
At a minimum, a strong onboarding plan should include:

• Training aligned to the job description
• Clear company policies and procedures
• A 90-day feedback and performance review schedule
• Active engagement check-ins
  

According to Fair Work Australia, all employees should be provided with the Fair Work Information Statement upon commencement. This ensures they understand their rights from day one.

Step 2: Identify and Address Performance Issues Early

If you sense something is off—act. Waiting allows small issues to snowball into team-wide problems.

Key warning signs include:

• Missed deadlines
• Lack of ownership
• Disengagement
• Repeated errors in core responsibilities
• Negative impact on team morale
  

Always refer back to the original job description as your benchmark.

✅ Set Up Regular Communication Channels

Schedule formal and informal check-ins.
Use documented performance discussions to address concerns early.

✅ Address Cultural Misalignment Quickly

Workplace behaviour matters as much as task completion.
If attitude, teamwork, or professionalism drop, address it immediately.

Remember: Under the Fair Work Act 2009, all terminations must be procedurally fair. This includes giving employees an opportunity to respond to concerns raised.

Step 3: When It’s Time to Let Them Go

Sometimes, despite best efforts, separation is the right call.

✅ Start with Empathy

Consider whether external factors are impacting their work. A wellbeing check-in shows leadership maturity—and humanity.

✅ Structure Performance Conversations

• Prepare documented examples of performance issues.
• Communicate clearly, professionally, and without emotional bias.
• Offer an opportunity for improvement where appropriate.

✅ Understand Your Legal Responsibilities

Employee rights vary depending on employment status:

• Full-time and part-time employees: Must follow lawful and reasonable termination procedures, including notice periods.
• Casual employees: Different rules apply but procedural fairness is still best practice.
• Contractors: Ensure compliance with contract terms and independent contractor guidelines.

Always review Fair Work Australia’s guidelines for:

• Notice and final pay requirements
• Redundancy obligations (where applicable)
• Unfair dismissal protections
• General protections claims risks

Cross-check your situation with Fair Work’s Ending Employment guidance before proceeding.

✅ Protect Your Team Culture Post-Termination

 Handle exits respectfully:

• No gossip
• Reinforce company standards
• Celebrate the team’s ongoing values and vision

Final Thoughts

Firing a team member should always be the final step—not the first.

The stronger your hiring, onboarding, communication, and performance systems, the fewer difficult conversations you’ll need to have.And when termination is necessary?
You’ll handle it as a clear, fair, and future-focused leader—one your team trusts.

🎯 Need help managing team growth and leadership in your service business?

Book a Free Clarity Call

Let’s build a high-performing team you trust—and one that trusts you right back.