Script the hard call without sounding like a script.

Most founders have never run a termination conversation. The first one usually goes badly. Not because the founder is callous — because they're scared, and scared makes you fast, and fast makes the call worse for everyone.

Here's the template we use. Memorize the shape, not the words.

Before the call: the three things that have to be true

• —Legal has reviewed the termination package and you have something to hand them at the end of the call
• —Their direct manager knows the call is happening today and is on standby
• —The system access shutoff is scheduled for the moment the call ends, not before

If any of those three aren't true, postpone the call. Don't run a termination that's missing pieces. The damage from getting it wrong is permanent.

The call itself: 8 minutes, four moves

Move 1 — Get to the point in the first sentence

After the hello, before anything else: 'I'm calling to let you know that we've made the decision to end your employment with [company], effective today.'

Don't lead with weather. Don't ask how their weekend was. Don't pad. The other person already knows something is wrong the second the calendar invite landed — making them wait through small talk is cruel.

Move 2 — Give one clean reason and stop talking

'This is a decision based on [performance / fit / business needs]. The details are in the documents we'll share with you in the next hour.'

Do not get into a debate about whether the performance was fixable. Do not negotiate. Do not justify. The decision has already been made — this call is communication, not consultation.

Move 3 — Let them react. Be quiet.

Anger. Tears. Bargaining. Silence. Whatever shows up, sit with it. Don't fill the space. Don't apologize five times. Don't say 'I know this is hard.' Just listen.

Most people need 30 to 90 seconds of being able to react before they can hear next steps. Give them the time.

Move 4 — Hand off to the practical

'Here's what happens next. [HR / your manager] will send you the package within the hour. Access to systems ends today. We've arranged outplacement support — they'll reach out tomorrow. We'd like to schedule a 15-minute call later this week to make sure you have everything you need.'

Then end the call. Don't extend it. Don't drag it out trying to make it feel okay.

What never to say

• —'This is harder on me than on you' — it isn't
• —'You'll thank me for this someday' — they won't
• —'I really wanted this to work out' — fine to feel, terrible to say in the call
• —Anything that opens up the decision to renegotiation
• —Anything personal about their character
• —Anything that could be quoted in a lawsuit

After the call

Send the documents within the hour. Cut access cleanly. Tell the team — same day, before they find out from Slack going quiet. Don't oversell the reasons. The team will respect honesty about the decision being hard. They will not respect spin.

When in doubt, call us. We'll script the specific call with you, sit on the line if you want backup, and clean up the team comms after. This is what we do.