Once you've made the decision to let someone go and have enough documentation to support your case, then the best thing to do is to move swiftly while still adopting a planful approach. Try to have a replacement secured (via a confidential search) prior to letting the incumbent go so that you don't leave the team without leadership and support. Continue to check in with the team, especially the top performers, on how things are going with the new leader, and provide them the support they need to succeed during this transition period. Be sure to demonstrate empathy in all interactions and with all parties involved - the departing employee, the new leader, and the team members. Treat everyone with the respect and dignity they deserve.

Letting go of an underperforming manager without disrupting the team requires a strategic, compassionate approach. Start by preparing a clear rationale for the decision, focusing on objective performance issues and the impact on the team. Ensure a smooth transition plan is in place—appoint an interim leader or delegate responsibilities to maintain stability. Communicate the change to the team with transparency but without dwelling on negatives, emphasizing that it's a move to support their success. Offer support to the departing manager in finding new opportunities, while reassuring the team that their work environment will remain positive and productive.

Example: If you need to let go of Sarah, an underperforming marketing manager, first document her performance issues with specific examples. In a private meeting, explain the decision with empathy and offer a fair exit package. Instead of appointing an interim leader, focus on a structured handover process. Communicate to the team that Sarah’s responsibilities will be distributed among current team members, with clear guidelines and temporary support to manage the transition. Emphasize the benefits of the change for team efficiency and project success, and reassure them of your ongoing support and commitment to their growth and stability during this period.

Support and Empower Teams: Provide the necessary resources and training to help employees navigate the transition. Recognize achievements to boost morale and reinforce unity.

Letting go an underperforming team manager needs planning & empathetic approach. If HR has enough feedback & documentation for performance lapses , start by initiating an open conversation with the employee. Also identify interim manager/ team lead who can step in until a new person is identified for the position. Communicate openly with the team post the manager exit but without divulging sensitive details .