This document provides guidance on types of employees that are candidates for firing and potential justifications. It identifies problematic employee types such as pilferers, sluggards, dullards, the self-righteous, babies, joy sponges, know-it-alls, yes men, rigids, trouble makers, overpromisers, customer repellers, unfit personnel, unsteadies, and nonconformists. It also lists potential justifications a manager could give for firing an employee, such as the employee not being a high performer, motivated, growing, honest and efficient, or kind.

1. types of employees to be fired
and why
A presentation by
Tobi Adono

2. the harsh facts:
• It could be extremely difficult to
decide on firing an employee
• Times and resources spent on
recruitment process makes it more
tougher
• But the general success of the team
and firm is supreme

3. by their fruits…

4. • the usual suspect:
pilferers, sluggards,
dullards et.al
• the self righteous: critical
of others and processes

5. • the baby: insecured,
excuse heads
• the joy sponge: die-
hard pessimists

6. • the know it all: intelligently
find no way and solution
• the yes man: no brain of
theirs

7. • the rigids: stubborn
and headstrong
• trouble makers: no-
get-alongs, kill joys

8. • overpromise and under-
deliver: sweet mouths
• customer repels:
unintentional progress
stallers, professional
sociopaths

9. • unfit personnel for role:
square pegs in round holes
• the unsteady: flip-flops,
non-committers
• Nonconformist: never
believes in company policy

10. justifications
every manager that
needs to fire someone
needs to give
justifications of how
the person is not
living up to these
qualities:

11. • High Performing: Big Field
Digital is more than a family,
it’s a high-performing team.
We need a team player that
performs well.
• Motivated: Everyone who
gets through our interview
process is excited for the
opportunities ahead. We
cant find that in you

12. • Growing: Change is inevitable,
especially at a fast-moving
company like Big Field Digital.
We need believers in this ideal.
• Honesty and Efficiency: This
quality encapsulates both the
legal and ethical requirements of
honesty. It is the moral bedrock
of success and the arch-rule of
Big Field Digital.

13. • Kind: There is a lot of
pressure at Big Field
Digital and tensions
can run high. We all
have a lot at stake and
our customers are
demanding. We need
team members that
cares.