We recently received a call from an employer who wanted advice about demoting an employee for poor performance. For nearly twenty minutes, they shared details about the employee’s repeated issues, missed expectations, and overall lack of improvement.
When they finished explaining, I asked where they intended to move the employee — and after hearing the full story, I had to be honest. I said, “If I recorded this conversation and played it back for you, you’d hear that termination—not demotion—is the only option.”
It wasn’t an easy conversation. No one ever enjoys letting someone go. But I reminded the employer that running a business sometimes means making tough, uncomfortable decisions. Demoting someone who has consistently underperformed doesn’t fix the problem — it simply moves it somewhere else.
🟢 Pro Tip: Before considering a demotion, ask yourself whether performance issues stem from skill, will, or fit. If the problem is deeper than training or motivation, it may be time to make a clean break and protect the health of the team and the business.
