The decision of whether or not to fire an employee might be one of the toughest a manager has to make. Most of the time the decision will not be clear-cut; and even if the manager is doing what is best for the company, sometimes that’s little consolation. It’s an emotionally draining quandary, and it’s particularly complicated if the employee in question hasn’t done anything egregious but is simply falling short. Most managers want to believe their employee can turn it around, but sometimes that just isn’t the case. In these situations, it’s important to be methodical and trust yourself. The fact you’re considering firing someone is already a bad sign. Thought exercises can also help reach a point of clarity. Imagine the perfect team, and then ask yourself if the employee in question is on it. Ask yourself how hard you would protest if that employee told you they were going to quit. This type of introspection is helpful; seeking input from others is also important. Ask trusted colleagues what they would do in non-specific terms. Get an idea of how close your understanding of the situation is to what everyone else is seeing. If the decision to terminate is the right one, be transparent, forthright, and decisive with the employee. Although it’s not a situation anyone wants to be in, delaying and obfuscating it won’t help.