Business FM Kazakhstan published an expert article by Alexander Vysotsky on the rules for dismissing employees

Alexander Vysotsky, the founder of Business Booster, wrote an op-ed in a leading Kazakhstan business publication about when it is appropriate for a manager to use the threat of dismissal and how to handle a firing professionally and humanely. The article is aimed at business owners and managers who take responsibility for their team and its results.

Alexander explains the scenarios where the threat of dismissal is justified. For example, in cases of systematic failure to perform direct duties, violation of corporate rules, and a refusal to grow with the company. It's important to note that such steps are a last resort, preceded by feedback, documented warnings, and formal reprimands. If a manager has been thinking for a long time that they should part ways with an employee, the decision is likely overdue.

Why This Is Important for Business

One "weak link" drags down the entire system. Missed deadlines affect processes, increase the workload on others, and lead to a decline in quality for the client. A timely, honest managerial approach protects company standards, saves resources, and brings predictability back to the team's work.

How to Part Ways with Dignity

Vysotsky recommends relying on facts, not emotions. Before the conversation, you should gather objective data on performance—metrics, deadlines, and completed and uncompleted tasks. The discussion must be as constructive as possible. You need to acknowledge the person's strengths, present specific figures and the discrepancy with the role's requirements, announce the decision, and wish the employee success in an area where they can better thrive. This approach maintains respect and minimizes reputational and operational losses.

The Author's Conclusion

The threat of dismissal should not be seen as a tool for quick pressure but as the logical conclusion of a management cycle when all softer methods of influence have been exhausted. A responsible manager first helps the employee to improve, establishes rules and standards, and only then, if there is no progress, makes the difficult but correct decision based on the interests of the team and the company.

The full text of the article can be read on the Business FM website: https://businessfm.kz/business/kak-prinyat-reshenie-ob-uvolnenii-sotrudnika-i-sdelat-eto-dostojno