- Let HR do their job. Frankly, they should handle 80% of this at a minimum
- KISS - don't add any detail, nuance, courtesy-ANYTHING. Just get it done
How to decide? Keep that simple too:
- are they doing the job? If they're falling short, they are owed a number of chances with honest, objective feedback and equal opportunities to improve. The number of chances depends on you and your HR policies
- are they present? People who don't show are more likely to get canned by me
- Do they trigger the ahole clause? I do NOT tolerate aholes, they disrupt the team, any business partners and anything else. I don't care how good they are, these I'm most aggressive about getting rid of, although in 20+ years, only 2 triggered that one. Both were superb technically, interestingly and sadly
In the end, if I fire someone, they've earned it. I will work VERY hard and patiently with someone who is legitimately trying. Even the most average coder can meet certain standards in my experience - maybe never great, but good. Only the first firing was tough, and he DEFINITELY earned it. Don't overthink this.