When deciding on when to fire an employee, there are two strategies you can use: you can decide to get rid of bad employees as fast as you can, or you can draw out the termination to make it a slow process. There are benefits to both methods, but you will only be able to take advantage of one process. When you fire an employee quickly, your other employees are more likely to see you as a stronger leader. A fast firing leaves little doubt regarding your conviction. A bad employee may be promoting a poor work ethic or instilling bad work habits onto your other workers. Your bad employee may also reflect poorly on your company to outside parties or may be pulling the rest of the team down – both reasons to let the employee go as soon as possible. Alternatively, firing somebody slowly lets you use their resources for longer. You trained and invested in the employee, so they may still be a great fit while you plan out the transition to a new employee. Having an employee on board that has been struggling is also a great way to get feedback. Instead of kicking them out immediately, get as much information you can about their experience so you don’t repeat mistakes with future employees. Although both strategies end the same way, the benefits are quite different. Therefore, consider whether firing an employee quickly or slowly may have a better impact on your company.