Mark is a good guy. Mark has built his company on firm handshakes and pure determination. Mark has a lush moustache, a tucked in grid pattern shirt and a proud bald spot in the back of the head. Mark loves his job, but hates days like these. Today is the day when he fires a team member. So how does Mark feel? He's nervous. Good thing Mark follows our little checklist on how to fire a developer without burning bridges:
Do:
Before initiating the conversation, gather all relevant documentation, including the developer's contract, performance evaluations, and any other pertinent information. Consider the reasons for parting ways and be prepared to explain them clearly and professionally. You can do it!
Don’t:
– You're fired! FIRED! Dave? Look at me. You are ****fired. Dave, I'm so sorry, but you're fired... you're fire... Zoom voice: Recording started-oh hi Dave! What's up, how's it going?
– Um, good, and you Mark?
Do:
Schedule a private and face-to-face meeting to discuss the matter. Avoid breaking the news via email or phone call, as this can come across as impersonal and disrespectful. Choose a neutral location where you can have an uninterrupted conversation.
Don’t:
– Dave, I’m here with John, Mary, Eddy, Jeremy, Dianna, Doug and Greg from cleaning. Say hello!
– H-hello?
Do:
Begin the conversation by acknowledging the developer's contributions to the company and expressing gratitude for their efforts. Show empathy and understanding for the situation and avoid making accusatory or personal statements.
Don’t:
– See, David, we're all sooo grateful for all the checks notes code you've written – great code! Thank you for that! Don't get me wrong, I'm not mad at all...
– Are you firing me?
– No! I mean*,* yeah, kinda... goddamit, Dave let me speak!
Do:
Clearly and concisely explain the reasons for the decision to part ways. Be honest and upfront, but avoid going into unnecessary details or making hurtful remarks. Focus on the business-related reasons behind the decision.
Don’t:
– Look, I'm not gonna go into unnecessary details here, but you know, when two people – say friends, they share good -even great- memories together, but there comes a moment when they just don't feel the same, you know? They, like, LACK connection… There's no spark, there's no chemistry, you get what I'm saying?
– So you are firing me?
– Gosh why this gotta be so difficult...
Do:
Discuss the severance package in a respectful and transparent manner. Ensure that the package complies with all legal and contractual obligations. Consider offering additional benefits, such as outplacement services or recommendations to potential employers.
Don’t:
– Dave, I know your contract doesn’t state anything about it, but can you stay for a couple more weeks until we find a good developer? Please? I can’t pay you for that though…
Do:
Outline a clear timeline for the developer's departure and the transition of their work. Provide guidance on handing over responsibilities, accessing company resources, and returning any company property.
Don’t:
– Just email me all that Internet files you’ve made, okay? Can you do it today?
Do:
Give the developer an opportunity to ask questions and provide feedback. Listen actively and address their concerns with professionalism and empathy.
Don’t:
– Dave, remember – we're a family here, so if you ever, and I mean ever need anything – just ask away!
– Yeah, can I-
– Beep-beep, unstable connection
– Oh, whatever…
Do:
Unless there are serious misconduct or performance issues, offer to provide a positive reference for the developer. This gesture demonstrates goodwill and can help them secure future employment opportunities.
Don’t:
– lights up a cigarette You know where I started? I've worked at a Target! At a goddamn Target, Dave! Look at me now! I'm sure they're hiring...
Dave hangs up.
Mark stares in the camera, contemplating his life decisions.
Why the hell does he even need a dev team in a gardening company?
Parting ways with a developer can be a challenging experience, but by following these guidelines and approaching the situation with tact, professionalism, and empathy, you can minimize negative impacts and maintain positive relationships for the future. Remember, maintaining a strong reputation and fostering positive relationships within the industry is crucial for long-term success.
And if you want to avoid firing developers altogether, try checking our pool of vetted devs – at Match.dev we've made a point of including multiple, comprehensive tests in our developer selection process to make sure that the relationship with your new dev is long and prosperous. As a result, you get a full-fledged team member who seamlessly integrates into your project management ecosystem, works in line with your product strategy and adapts to your business philosophy.
Mark is a good guy. But don't be like Mark.
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