Let me tell you about a situation we recently had with a business owner… one I’ve had versions of more times than I can count.
“Can I fire this employee?” they asked.
“Okay,” I said, “what’s going on?”
“They just… give me bad vibes.”
Now, I get it. Managing people is hard, and gut feelings play a role in leadership. But here’s the problem: when it comes to terminating employment, “vibes” don’t hold up in court, and they certainly don’t justify a dismissal under employment standards legislation. Without proper documentation, performance feedback, and a clear process, you’re opening your business up to serious risk.
At HR4U, we specialize in helping small to mid-sized businesses navigate these grey zones, because they’re more common than you think. So, let’s talk about what to do instead of pulling the plug based on a feeling.
The Real Cost of “Vibe-Based” Firing
Dismissals that aren’t grounded in clear documentation can trigger:
- Wrongful dismissal claims
- Constructive dismissal complaints
- Reputation damage (especially on social media or Glassdoor)
- Toxic trust loss among your remaining employees
Even if the employee is underperforming or not a culture fit, that doesn’t give you a pass to skip due process. And in Canada, especially in provinces like Ontario and BC, the standards are clear: employers need a justifiable reason to terminate and should demonstrate they’ve taken steps to correct performance.
How to Fire the Right Way (If It Comes to That)
Here’s a basic framework every employer should follow:
Step 1: Clarify Expectations
Job descriptions, KPIs, and team goals should be crystal clear. If the employee isn’t meeting expectations, they need to know what those expectations are.
Step 2: Document Everything
Every coaching moment, missed deadline, or behavioral concern should be logged—even informally. Dates, quotes, outcomes. It all matters.
Step 3: Offer Support and a Path to Improve
Implement a PIP or structured feedback plan. Provide training or mentorship if needed. You’re not just protecting yourself—you’re giving someone a fair chance.
Step 4: Follow a Consistent Process
Apply your policies fairly across the board. Don’t let personal bias influence who gets a second chance and who doesn’t.
Step 5: Consult an HR Pro
If you’re unsure how to proceed, don’t wing it. HR4U offers fractional HR services, policy development, and leadership coaching to help you avoid costly missteps.
Not every employee is a fit. That’s okay. But how you handle those exits defines your culture and your credibility.
So, the next time someone is giving you “bad vibes,” take a step back and ask: Have I done the work to truly understand what’s going on? Have I documented it? Have I tried to address it proactively?
If the answer is no—or if you’re not sure—we can help. At HR4U, we’re here to take the guesswork out of people management so you can focus on growing your business.
Let’s chat before the vibes become a verdict.
Need help managing a tricky employee situation? Contact HR4U for expert guidance, custom policy support, and fractional HR services that fit your business.
