Have had to let people go over the years. Downturns. Bad behaviour. Wrong fit. Whatever it is be consistent. It’s about the need of the business not any personal feelings. Do it with dignity and respect. In 20+ years I have never had someone not get another job quickly. I will lay out the reasons why. Explain its to make the business continue. Keep doors open for the good people. Wish them well. Make the landing as soft as possible financially. One time we did a big redundancy process. It was hard. But made sure they were informed and made sure my door was opened. Had a lot of mixed emotions but many staff expressed how they were grateful I was open and kept them informed. Kept checking in and wrote them all references prior to leaving.

If this person is bad for the culture then regardless of their performance culture wins. Toxic people make it toxic for everyone.

So approach it professionally. Be honest but don’t lay in more than needed. If it doesn’t aid the discussion then don’t talk about it. Get everything lined up so they have all the information they need and make sure it’s closed. No ambiguous discussions. Clean. Clear. Fair. Don’t ramble. Don’t let the silence force you to say anything. When the meeting is done finish it and know your making it better for the committed staff.

Managing people is by far the hardest part of any business.