Sometimes it’s fair to say that there just isn’t a right fit.What’s important to me is that both parties feel like they’re being treated with dignity and respect. I don’t want people feeling like their egos and self-esteem are being trashed. Life is simply too short for that.

Mary, I need to share with you that Sue isn’t going anywhere. She’s
a vice president, she’s under contract for several more years, and
senior management believes she’s doing an excellent job. That’s an
important point for you to keep in mind. I also don’t believe that you’re happy here. You seem to be disappointed in the management
team. You appear not to enjoy your work. And I suspect that you feel like you’re not appreciated or part of the team, at least at
certain times.

You can offer her an exit. Here are a few questions you might
ask:

Would exploring other opportunities outside the company make sense for you at this point in your career?
Would leaving now of your own accord allow you an honorable
exit strategy?
Would you like us to give you time to begin interviewing at other companies?

Make sure she knows you would be happy to help her as long as she makes sure that work comes first and that you’re given at least twenty-four hours notice of an upcoming interview. That way, the employee needn’t feign illness or conjure up doctors’ and dentists’
appointments if she has an interview coming up. It’s important to stress that the decision is entirely up to the employee:

If you’d like our support to either resign on your own terms now or to begin looking for other work, then we’ll help you. If not, that’s okay, too. We’ll do everything we can to help you reinvent your working relationship with Sue, to be given objective performance standards, and to become more effective at your job. I just want you and Sue to feel better about working with each other if you choose to stay. I also want to give you these additional options, Mary, because it’s better that we discuss these things openly than leave them unsaid. What are your thoughts?’’

Taken From : The Hiring and Firing Quention and Answer Book