Hey friends,
Keeping the wrong person can cost more than losing the right one.
Most leaders don't struggle because they can't see the problem.
They struggle because they can.
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Leadership isn't measured by the conversations you avoid.
It's measured by the standards you're willing to defend.
Because every time you keep the wrong person, your best people quietly wonder why they're working so hard.
Today we are going to help you master this by using:
‘Time To Let Them Go - How To Know When Termination Is Right'
Let’s dive in!
Download This PDF + my Top 90+ Cheat Sheets At Bottom of Email
3 Real-Life Workplace Situations Every Leader Will Face
1. When A Good Employee Starts Becoming The Wrong Employee
Scenario: A team member who used to perform well has slowly become negative, misses deadlines, and brings down the energy of everyone around them.
Many managers keep hoping things will return to the way they were instead of dealing with today's reality.
Past performance should earn someone a fair chance, not endless chances.
Before making a decision, ask yourself:
If I hired for this role today, would I hire this person again?
Have one final conversation that leaves no room for confusion.
Clearly explain what must change, by when, and what happens if it doesn't.
Try saying:
"I value what you've contributed here. But right now, the expectations for this role are not being met. Here's exactly what needs to change."
The hardest part of letting someone go is often waiting too long. Delaying the decision usually makes it harder for everyone involved, including the employee.
2. When The Rest Of The Team Starts Complaining
Scenario: Several employees begin mentioning the same person's behavior, but no one wants to say it directly.
Don't dismiss repeated feedback as office gossip. Look for patterns instead.
If different people describe the same issue without talking to each other first, there's usually something worth investigating.
Meet with the employee privately before making assumptions.
Share specific examples, not opinions.
Try saying:
"I've noticed the same concern coming up from different situations. I'd like to understand your perspective before we decide what happens next."
People pay close attention to what leaders ignore. When bad behavior goes unchecked, trust in leadership starts to disappear.
3. When Coaching Never Turns Into Change
Scenario: You've had several coaching conversations, but the same problems keep coming back.
Don't count how many conversations you've had. Count how much has actually changed.
Improvement should last after the meeting is over.
If you're repeating the same feedback every month, the issue may no longer be skill. It may be willingness.
Set one clear expectation with a deadline.
Try saying:
"We've talked about this several times, and I haven't seen consistent improvement. Help me understand what's getting in the way."
Great leaders don't avoid difficult conversations. They avoid having the same conversation over and over.
1. The Person Who Wants To Leave Their Job Someday
Scenario: You want more freedom, but quitting your job right now feels too risky.
Most people think they need to replace their entire paycheck before they can start planning their exit.
A better goal is to replace one monthly bill at a time.
Pick one expense, like your phone bill, internet bill, or groceries.
Build one simple offer with the goal of covering only that one expense.
Once you can do it consistently, move to the next bill.
Extra tip:
Keep a simple "freedom tracker." Each month, write down how much of your living expenses your business now covers. Watching that number grow makes the goal feel real and keeps you moving forward.
2. The Person Who Has Great Skills But No Customers
Scenario: People tell you you're talented, but no one has ever paid you for your knowledge.
Don't start by creating a large course or complicated business.
Solve one small problem for one person.
Ask yourself, "What's one thing people already ask me for help with?"
Offer that solution to five people before creating anything bigger.
Every customer teaches you something that planning never will.
Extra tip:
After every sale, ask one question: "What almost stopped you from buying?" Their answer will tell you exactly how to improve your next offer.
3. The Person Ready To Build An Online Business
Scenario: You know you want another source of income, but you're overwhelmed by all the tools and don't know where to start.
Don't spend weeks trying to connect different platforms before you've sold anything.
Focus on building one offer and getting your first customer.
Choose tools that let you spend more time creating and less time setting things up.
Keep improving your offer based on real customer feedback.
The faster you get your first sale, the faster you'll know what people truly want.
Extra tip:
With creatyl, you can build your website, create digital products, collect payments, grow your email list, host workshops, and automate your business from one place. Spend less time managing software and more time building income. Visit creatyl.com to get started.
Want to read more? Go here to download the infographic.
Here's how you can make it real today:
Step 1: Choose your person
Think of one employee you've been struggling with recently.
Choose one issue that concerns you the most:
Performance
Behavior
Accountability
Commitment
Team impact
That's your focus for today.
Step 2: Look at the facts
Before making assumptions, write down:
Three specific examples of what you've observed.
One way it has affected the team, customers, or business.
Focus only on facts, not opinions.
Step 3: Decide your next leadership move
Ask yourself:
Have I clearly explained my expectations?
Have I given this person a fair chance to improve?
Is my next step a coaching conversation, or is it time to make a decision?
Choose one action you'll take today.
Schedule the conversation.
Prepare your notes.
Set clear expectations.
Make the decision you've been avoiding.
Step 4: Check yourself
Before ending the day, ask:
Am I delaying this because it's difficult, or because I truly need more information?
Great leaders don't rush difficult decisions, but they don't avoid them either.
Step 5: Finish with one sentence
Write one line before your day ends:
The next leadership conversation I need to have is __________.
Then commit to taking that step.
AI Prompt:
“Act as an experienced HR advisor, executive coach, and leadership mentor. Help me decide the best next step with an employee by using facts, not emotions.
Employee's Name: [Insert name]
Role: [Insert role]
Main Concern: [Describe the biggest issue]
Specific Examples: [List 3–5 recent examples with dates or situations]
What I've Already Done: [Coaching, training, feedback, written warnings, performance plan, etc.]
Current Impact: [How this is affecting the team, customers, workload, culture, or business]
What I'm Unsure About: [Explain what you're struggling to decide]
Provide:
An objective review of whether this appears to be a skill issue, a motivation issue, or a behavior issue.
Questions I should ask myself before making any decision.
Any important facts or information I may still be missing.
The best next step based on the information I shared (coach, set clear expectations, create a performance improvement plan, reassign responsibilities, or end employment), including why.
A step-by-step plan for handling that next step professionally.
A respectful conversation script I can use with the employee.
Common mistakes leaders make in situations like this and how to avoid them.
Any legal or HR topics I should discuss with my Human Resources team before taking action.
End with one paragraph explaining how I can make a fair, respectful decision that is good for both the employee and the team.”
One of the hardest parts of leadership is realizing that keeping the wrong person is also a decision.
Every day you wait, your team learns what you are willing to accept.
People don't lose trust because one difficult decision was made.
They lose trust because the right decision wasn't made when everyone knew it needed to be.
Because protecting one person should never come at the expense of everyone else.
Until next time and with lots of love,
Justin
This Week’s Growth Recommendations
Book To Read:
“First, Break All the Rules” by Marcus Buckingham and Curt Coffman (see it here)
TED Talk to Watch:
“Forget the Pecking Order at Work" by Margaret Heffernan (see it here)
Quick Reads:
“Interview Body Language” → Simple habits that leave a lasting first impression (see it here)
“Job Interview Hot Tips” → The questions that can change your career (see it here)
“Dealing With Conflict” → Turn difficult conversations into better outcomes (see it here)
“Master Your Emotions” → Take control before your emotions take over (see it here)
“The Soft Exit Plan” → Create another income before you need one (see it here)
You don't need another notebook full of ideas.
You need one clear plan to turn an idea into something people will pay for.
Today’s PDF
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