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The One Mistake Leaders Make During Terminations
How to Fire Smart—Without Putting Your Team at Risk
Spencer Coursen
July 31, 2025
The old saying goes: “Be slow to hire and fast to fire.” But here’s what it often forgets—terminations, especially high-risk ones, are not just HR decisions. They are security events.
When letting someone go, your primary responsibility isn’t just to the person being fired—it’s to everyone else who’s staying behind. Your remaining employees, your customers, your partners—all of them deserve a workplace free from threat, retaliation, or disruption.
Yet too many business owners think of terminations as isolated events instead of the culmination of rising tension. And if you're not planning for the worst-case scenario, you’re gambling with the safety and stability of your entire organization.
Your duty as a business leader isn’t just to be fair—it’s to be prepared.
The onus of a business owner falls on those still hired, not those to be fired.
Why This Matters:
• 77% of workplace violence incidents are connected to terminations
• Post-termination retaliation is more common when red flags were ignored
• Emotional volatility, perceived injustice, or loss of identity can trigger disproportionate responses
Protective Strategies
You Can Employ Today:
Assess the Risk Before the Meeting
Review the employee’s history, behavior patterns, and emotional stability. Is there a known grievance, history of aggression, or access to weapons? Don’t ignore gut feelings.Control the Environment
Schedule the termination in a neutral, controlled location—never at the end of the day or in isolation. Ensure safe egress routes for all parties, including a quiet exit strategy.Have Security on Standby
Even if it’s just nearby and out of sight, a visible or accessible security presence can help deter escalation. If there’s any concern, have an expert present.Limit Access Immediately
Disable digital credentials, building access, and sensitive data permissions in real-time during the meeting. Don't give them time to retaliate online or on-site.Support the Aftermath
Offer resources to team members, conduct debriefs, and watch for signs of post-termination distress among your staff. Just because the termination is over doesn't mean the risk is.
Live Smart. Stay Safe.
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