5 ways to tell your employee that this role isn't right for them

Telling an employee that their role isn’t the right fit is a sensitive conversation, but it can be handled with care and respect to support their growth and maintain a positive relationship. Here are five ways to approach this conversation:

1. Lead with Empathy and Understanding

Start the conversation by acknowledging the employee’s efforts and contributions. Frame the discussion as an opportunity to explore their strengths and align them with roles where they can thrive.

Example:"I appreciate the hard work you’ve put into this role. I’ve noticed some areas where it seems like your strengths might align better with a different kind of work. Let’s talk about that."

2. Focus on Specific Observations

Provide clear, constructive feedback based on performance and behaviors. Avoid making it personal; instead, focus on how their skills and the role’s requirements might not be the best match.

Example:"I’ve noticed that certain aspects of this role, like managing tight deadlines, seem to create more stress than is ideal. I wonder if there’s a role that better suits your strengths in planning and strategy."

3. Emphasize Their Potential

Position the conversation as an opportunity for growth. Highlight their talents and how a different role could better utilize their abilities, benefiting both them and the organization.

Example:"You bring a lot of creativity and big-picture thinking to the team, and I think those skills could shine in a different area. Let’s explore where you could make the greatest impact."

4. Invite Collaboration

Make it a dialogue, not a directive. Ask the employee for their perspective and involve them in finding a solution. This approach ensures they feel heard and valued.

Example:"How do you feel about your current role? Do you feel like it’s playing to your strengths, or are there areas where you think you could contribute differently?"

5. Offer Support and a Path Forward

Provide resources, mentorship, or opportunities to transition to a role that aligns better with their skills. This shows you’re invested in their success, even if it’s outside their current role.

Example:"If you’re open to it, I’d like to support you in finding a position that’s a better fit. We can discuss opportunities within the company, or I can help connect you with resources for the next step in your career."

Key Takeaways

• Approach the conversation with kindness and respect.

• Be honest, but frame feedback constructively.

• Highlight their potential and focus on solutions.

• Offer guidance and resources for their transition.

Ultimately, your goal is to align the individual’s strengths with a role where they, and the company, can thrive. How you handle this conversation can make all the difference in maintaining trust and morale.

Love Rubie