Answer first
What should I check before dismissing an executive?
Before considering dismissal, write down the performance evidence, agreed responsibilities, authority and support the executive received. Identify who can authorize the change and what would need to continue afterward. Review the specific employment and contract issues with qualified counsel. This page is a business preparation checklist, not a termination procedure.
Compare the agreed role with what happened. Record specific commitments, dates and results. A missed target can involve performance, resources, an unclear mandate, or more than one of these. Do not decide the cause from frustration alone.
Where appropriate, ask what a workable correction would require: clearer responsibility, missing resources, or a specific improvement in performance. This is not a requirement to delay action in situations involving misconduct, safety or other urgent concerns; get qualified advice on the circumstances.
Prepare the continuity questions: who will cover responsibilities, which customer commitments need attention, and who can communicate the decision. Counsel should advise on the applicable process and obligations before action.
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Check before acting
- Compare performance evidence with the responsibilities, authority and support actually agreed. More than one cause may be involved.
- Before acting, check the decision rights, replacement plan, customer risk, internal narrative, and required legal or HR process.
- This answer is not legal advice. If employment law, contract terms, equity, or severance is involved, use the right licensed professional.