🎙Letting people go or sacking people is pretty rubbish as a business owner. It can make you feel terrible inside. It does for me anyway. And today I want to talk about the latest time I´ve had to let somebody go, the reasons behind that decision, and how, actually, I feel pretty good about it, even though it was literally just two minutes ago that I did it.  I thought I'd record this episode while it's on my mind. I'm in the moment, so I can share what I'm feeling right now, how this has changed dramatically from previous times that I've had to let people go, and what I feel going forward—this has taught me about hiring and firing.  KEY TAKEAWAYS  💡 Don´t Be Afraid to Let People Go Quickly: Use each new employee´s probation period properly. Review performance objectively and, even if you like them personally, don’t hang on to anyone who isn’t the right fit. Delaying tough decisions makes things harder for everyone. 💡 Prepare Well and Be Upfront: Think through what you’re going to say. Be honest, clear, and kind when sharing the news, and explain why they do not meet your business's needs. This helps everyone know where they stand and shows respect for the person, while enabling you to keep your business moving forward. 💡 Right Person, Right Role: Strong skills and a good attitude matter, but so does matching expertise to job requirements. Hire for the role you need filled now, don´t compromise and inadvertently hire someone with potential who needs lots of training up. 💡 Learn From the Experience: Every time you have to let someone go, whether that is at the end of their probationary period or later, pause and review why things did not work out. Use what you learn to change how you hire and run things in the future. BEST MOMENTS  00:01 - 💬 “ Letting people go or sacking people is pretty rubbish. As a business owner, it can make you feel terrible inside. It does for me anyway.”  02:24  - 💬 “I´ve learned that hanging on to people just because you like them isn't a good recipe for running a business, and what happens is it eventually just starts eroding away at you as a leader.” 10:11 - 💬 “ Do it quickly, do it fairly, do it concisely, don't drag it out, or just hang on for a few weeks hoping for the best.” TIMESTAMPED OVERVIEW 00:00 Managing the emotional aspect of letting someone go 03:33 Preparing, being clear and showing respect 06:11 Explaining your decision 09:08 Recruiting in a way that minimises the need to sack people LINKS TO CONNECT WITH THE HOST Podcast: https://www.systemizeyoursuccess.com Website: https://systemsandoutsourcing.com/ Facebook Group: https://facebook.com/groups/systemsandoutsourcing/ LinkedIn: https://linkedin.com/company/systemsandoutsourcing/ Instagram: https://instagram.com/systems_and_outsourcing/ YouTube: https://youtube.com/@drsteveday42 TikTok: https://www.tiktok.com/@drsteveday42 ABOUT THE HOST Steve moved to Sweden in 2015 and transformed how he ran his businesses—switching to a fully remote model. A former NHS doctor, with a background in computing and property investing, he now helps overwhelmed business owners systemise and outsource effectively. Through his courses and coaching, Steve teaches how to automate operations and work with affordable virtual assistants, freeing up time and increasing profits. He runs his UK-based businesses remotely with support from a team of UK and Filipino VAs, and is passionate about helping others build scalable, stress-free companies using smart systems and virtual support. This Podcast has been brought to you by Disruptive Media https://disruptivemedia.co.uk/