Welcome to our newsletter! Let’s get real for a minute. Running a business is tough enough without having to deal with employees who drag everyone down. I’m talking about the ones who are lazy, always late, argumentative, or just plain toxic to your team culture. It’s not just a “nice-to-have” to get rid of these folks; it’s a must-do if you want your business to run at its best.
Now, I’ll be honest with you – this is way easier said than done, especially if you’ve got a small team. I’ve been there. Back when I was first managing people, I made a ton of mistakes when it came to handling this kind of stuff. I mean, how do you let go of someone who’s “holding it all together” on paper? They might be your main driver, the one handling the customers, or the person you can count on to handle the phone and logistics. But the truth is, if they’re cancerous to the culture, you can’t keep them around without hurting your business.
But here’s the rub: the moment you even hint at firing someone like that, they might quit on the spot or – even worse – try to sabotage the business. So, what do you do?
My approach has been to start hiring for a replacement before I even bring up the conversation with the problem employee. I bring someone on under the guise of “expanding” or “bringing in more support,” and I make sure they’re fully trained for that role. Meanwhile, I watch closely to see if the original employee steps up their game – sometimes they feel the pressure and shape up, but if they don’t, I’ve already got someone else nearly ready to step in.
Once the new hire is close to being fully trained, I let the problem employee go and plug the new person in without missing a beat. I look for intelligent, competent individuals, set some guidelines, and then I get out of their way. Micromanagement isn’t my style. If you bring in people who are smart and driven, they’ll rise to the occasion, and they don’t need someone breathing down their neck to do a great job.
Maybe you’re reading this and thinking about someone on your own team who’s pulling things down. If that’s the case, here’s my advice: act quickly. Making the call to let someone go – especially someone in a critical role – isn’t easy, but trust me, the payoff is worth it. The moment I let go of one of my own main guys, it felt like the whole company took a breath of fresh air. The drama, the arguments, the “chasing after” – all of that just disappeared. And everyone else? They stepped up like I’d never seen before.
So, if you’re dealing with this situation, I’d urge you to take action sooner rather than later. It’ll be tough in the moment, but the relief – and the return on that decision – will hit fast. With a clearer head and a stronger team, you’ll be able to focus on the profitable, efficient work that drives your business forward.
Hang in there and keep making those moves that’ll take you to the next level.✌️


Justin Hubbard
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