Last week, I shared a familiar story about a benevolent instructor who essentially raises a student in his school, turning the student's life around. However, this situation highlighted that the instructor, reluctant to let the student go due to concerns for the student's well-being, was as culpable as the student for any damage done to the school.

That message clearly resonated with many. Here is a sample response I received:

The Benevolent Instructor:

"I just want to say how close to home you hit with that last email you sent out the other day. I have recently found myself being the benevolent instructor and let an employee damage my business, health, stress level, and family conversations for far too long.

This employee was finally released and it marked the first time I have ever had to let someone go. She was a good person but no longer a good fit for our business. It was really, really hard and I found myself nearly in tears once it was over.

Thank you for timing the release of that post at a time when it really helped me to finalize those feelings and be able to move on. Thank you."

Name Withheld

Before we dive into the second story on this topic, I want to share with you the best phraseology I’ve learned to use when letting someone go. My multiple schools had at least a half-dozen employees and running NAPMA had as many as 25 employees, some making over $200k per year.

Documentation Is Key

It's important to document all of your meetings with the employee to ensure you are building a case for termination. However, I'll leave that to the HR experts and not play labor attorney. My only advice is that when you have that final meeting and have protected yourself from lawsuits relating to discrimination, harassment, etc., be very careful in what you say and how you say it.

Best Phraseology for Termination

In my experience, the best line has been:

“Sally, as you know, we’ve been giving this the best chance we could. You’re a good person, and you will do well, but I think we both know that this job is just not a good fit for you. It’s best we bring this to an end.”

Typically, I’d give them two weeks' pay and change the door locks, website passwords, etc. As part of the process of receiving the two weeks' pay, they would have to sign a release of liability that basically says they will not sue the school or any employee from that moment on.

Emotional Challenges

Firing an employee for a martial arts school owner is often more difficult than in most businesses because there is usually a stronger emotional history or baggage attached to the process than with other types of businesses like a local 7/11 or health club.

Conclusion

Next week, I will share the second story on how an owner can become a liability for their school.