Parting ways with an external partner is a normal and sometimes necessary part of maintaining a productive and effective partnership. When managed well, it can lead to positive outcomes for both parties involved. Sometimes, allowing someone to move on is essential to keeping the team on track.

In most cases, a team leader may realize that a partner or freelancer is no longer the right fit for the company for various reasons. If this happens, seek advice and support from StarkSouk Co-founders or the core team, who will assist with the process, paperwork, and any difficult conversations that need to take place.

However, the most important work begins well before this decision is made. As a leader or manager, you engage with your teammates regularly, observe their performance, and provide feedback. When red flags arise, it’s critical to address these concerns in a timely and thoughtful manner. Here's how you can manage the process:

Steps to Take When Letting Someone Go

1. Identify Red Flags

   If you notice consistent issues with a partner or freelancer, consider whether it may be time to end the relationship. Common reasons include underperformance, lack of growth, role misalignment, or differing visions for the company.

2. Get a Second Opinion

   Before making any final decisions, discuss your concerns with your team lead to gain a different perspective on the situation. This can help ensure that no important factors are being overlooked.

3. Analyze and Provide Feedback

   Work together to understand the root cause of the problem. Provide honest and actionable feedback. Consider the following common scenarios:

   • Underperformance: Identify specific areas of concern and set clear, achievable goals for improvement. Offer continuous feedback rather than waiting for formal review periods.
   • Role Misalignment: Roles and responsibilities evolve. If someone’s role no longer fits the company’s needs or their abilities, it’s important to communicate these changes and work together to find a resolution.
   • Differences in Direction: If someone has lost belief in the company’s direction or is consistently disagreeing with decisions, it’s crucial to have open conversations about their concerns.
   • Natural End: Sometimes, despite all efforts, the working relationship has simply run its course. Both individuals and organizations evolve, and it’s healthy to recognize when it’s time to move on.

4. Create an Improvement Plan

   If you determine that the working relationship still holds potential, collaborate on a clear improvement plan. Set specific goals, take actionable steps, and monitor progress closely.

5. Decision Time

   If improvement isn’t evident despite efforts, it may be time to part ways. Letting someone go can sometimes be in their best interest, as it allows them to pursue other opportunities better suited to their goals.