Firing someone is never a fun job. However, if you're a small business owner, or even a manager, you'll most likely have to do it at least once. The important part is to learn when and how to go about it.

Should you let them go?
There is always an employee that either can't meet the job requirements or can't perform his responsibilities professionally and on time. If this is the case, it might be time to let him go. However, it should never be an in-the-moment task. Firing an employee should be a last resort. Before you reach this decision, make sure you've talked to the worker through performance reviews and meetings, according to Entrepreneur. Ensure that he knows his responsibilities and give him the chance to improve. If he doesn't make the effort even after various conversations, then it's your job to make sure his lack of work doesn't harm the rest of the team. 

There are also a few questions you should ask yourself before you decide on firing, a separate Entrepreneur article explained. Did this person's training provide him with all the needed information? Was the employee given feedback with specific details? Is there another position at which this person could excel? Make sure you've exhausted all your options before you settle on dismissal.

How do you go about it?
If you've decided on letting someone go, then you need to go about it in a professional way. Firing someone should never be a public ordeal. Take the person into your office. If you have a human resources department, make sure to include one of those employees in your discussion. If not, gather some information from HR that could be useful to the worker, the first article suggested.

When you're in your office, sit the employee down, explain the situation and site specific examples using his performance reviews and meeting details, the source said. Don't beat around the bush when it comes to dismissing him. Be straightforward and it will hopefully go smoothly. The important part is to not feel guilty, The Muse explained. It's not your fault that the employee couldn't meet the job requirements, and there's no point in keeping that worker in your financial plan if he can't cut it. If you need to fill the position, look for someone you know will be able to successfully perform the tasks.

Dismissing someone is never easy, but you should never feel responsible for his poor performance if you've done all you can to help him. The success of your business relies on the motivation and work ethic of your staff.