Hiring employees is one mountain to climb, but firing ones that are no longer a good fit are another challenge altogether. This week, we asked seven designers—Christina Cruz, Chris Goddard, Shaolin Low, Tracy Morris, Alexis Pew, Sierra Schmitt and Sara Swabb—to share how they assess when it’s time to let go of a team member.
The Right Questions
“We take cultural fit incredibly seriously during the hiring process, which has been helpful with preventing the painful firing process. Company culture ultimately comes down to attitude and passion. Are you enthusiastic about what you do? Do you approach your work and your team with that enthusiasm? We revisit our core values annually and reinforce them in team meetings to remind [everyone] what we stand for. If a team member consistently demonstrates a poor attitude, lacks the work ethic we value, shows little passion for what we do, and their performance is slipping, it is a clear signal that it may be time to part ways.” —Sierra Schmitt, S-Squared, San Jose, California
Go With Your Gut
“It’s one of the hardest decisions as a principal, but I’ve learned to trust my instincts when alignment feels off, whether it’s communication style, attention to detail or commitment to the client experience. For a small, high-touch studio like ours, culture and energy matter just as much as skill. When feedback and structure don’t lead to growth, it’s often a sign that someone’s strengths belong in a different environment. Letting go with grace and helping that person transition [out of the firm] well ultimately creates space for the right fit and restores balance for the rest of the team.” —Sara Swabb, Storie Collective, Washington, D.C., and Nantucket, Massachusetts
Sooner the Better
“My dad, who has owned his own business for 50 years, once gave me the best advice: ‘If you’re thinking about firing an employee, you probably should have done it two weeks ago.’ He meant that when someone is no longer the right fit, it’s important not to let the issues fester. It’s unfair to both the firm and the employee. Over the years, I’ve found that to be absolutely true. I know it’s time to part ways when I see signs like substance use, rudeness toward co-workers, poor client communication, or misaligned priorities. Sometimes it’s not even about performance; it’s about fit. If I can see that an employee is struggling or unhappy with the type of work they’re doing, the most supportive thing I can do is help them move on to something better suited for them.” —Tracy Morris, Tracy Morris Design, McLean, Virginia
Communication Is Key
“It’s so difficult to know when the timing is right to let an employee go, and it’s something we’ve certainly struggled with over the years. We try to put a great deal of care into developing each member of our team, so the idea of releasing someone after that time and effort can be overwhelming. We try to make sure we have regular performance check-ins, give honest feedback, and make sure employees understand areas where they need to make improvements. Ultimately, it comes down to a sense of alignment and a gut feeling. If the communication has been clear, but the needs of the role aren’t quite being met, it’s better to be honest and end the relationship rather than letting [the wrong fit] drag on.” —Alexis Pew, Kaminski + Pew, Philadelphia
Common Red Flags
“This is never an easy decision, but for me it ultimately comes down to energy, alignment and sustained follow-through. I believe in organic, respectful connection, and if a relationship still feels strained or out of sync even after communication and support have been given, that’s a sign something deeper isn’t working. Additional red flags include underperformance, a negative impact on team morale, or a fundamental misalignment with our values and goals. If someone is no longer inspired or enjoying their work, it’s important to address it directly. We always lead with clear feedback, resources, and opportunities to improve. But if those efforts don’t lead to growth, or if the behavior becomes detrimental to the larger team, then it’s time to make a change in the best interest of both the individual and the firm as a whole.” —Christina Cruz, Christina Cruz Interiors, Austin
Differing Values
“Once the values, work ethic or attitude are no longer in sync with the company, it’s time to part ways. I always find it hard to let someone go, but I know in the end that if I don’t think they are a good fit anymore, they will eventually feel the same or start to realize it for themselves. No one should be somewhere where they aren’t valued or appreciated, so it’s best to part ways amicably when the relationship comes to its natural end.” —Shaolin Low, Studio Shaolin, Honolulu
Keep Apace
“I am celebrating my 36th year in business, and changes in employees have always been difficult. Most of my team has lasted longer than most of my personal relationships. But often team members grow too comfortable over time and lose their enthusiasm for challenging projects. I have found that it is best to encourage employees who embrace the ever-changing landscape of the design world and let go of those who fear change or are not willing to constantly be learning and pushing themselves to excel under pressure. I always say you have to evolve or dissolve.” —Chris Goddard, Goddard Design Group, Springdale, Arkansas
