Pulling the Trigger

The final opportunity would be documented by a properly-worded memo summarizing the specific commitments the employee has made. Melton adds that if the person is highly destructive and toxic to the company -- and it's clear you don't want to keep the employee under any circumstances -- you may not want to offer this second chance, notwithstanding the potential legal risks involved (which should be carefully assessed with the help of HR and/or legal counsel.)

Another great suggestion comes from another colleague, Bruce A. Heller, Ph.D. of The Heller Group Inc. who says "Often the obnoxious or difficult people are behaving that way because they may want to be fired. Many clients have confided to me they openly rebelled against a new manager because they were unhappy but didn't have the will to leave. Also, employees who implode may be acting out because their needs are not being met. When you stay calm, discuss observable behavior, and keep the context of a difficult discussion to the organization needs, you increase the probability the person being fired will have an easier time accepting the separation. You want to reinforce the adage 'it is not personal, its business.'"