5 Things to Say to Your Team After Firing Someone

Letting someone go is never easy. But the hard part isn’t always the termination itself.

It’s what happens next.
The silence. The awkward glances. The tension no one is talking about.

In a small dental team, losing a team member—whether it was a poor fit or a tough call—doesn’t go unnoticed. Your team feels the shift, even if no one says anything.

That’s why what you say after a termination matters just as much as the decision itself.

Here’s how to communicate with your team clearly, respectfully, and confidently—so you protect your culture and keep moving forward.

1. Don’t Avoid the Conversation

The most common mistake leaders make after letting someone go?
They go quiet. Hoping the team just “moves on.”

But in small practices, silence breeds rumors. And uncertainty kills trust.

Your move:
✅ Acknowledge the change directly
✅ Don’t leave it to team members to guess
✅ Lead the message—don’t react to gossip

Even a short, calm explanation can prevent weeks of tension.

2. Keep It Respectful (But Clear)

You don’t need to share every detail—but your team deserves clarity.

Your message should be:
✔️ Respectful to the person who left
✔️ Honest about the decision
✔️ Reassuring about what’s next

Example:
“Today was [Name]’s last day with the practice. We’re grateful for the time we worked together, but after thoughtful conversations, we agreed it was time to go separate ways. Our priority is keeping the team strong and moving forward together.”

3. Address the “Now What?”

Terminations always lead to questions—sometimes spoken, sometimes silent.
Who’s taking over their tasks? Is this going to affect the schedule? Is my job safe?

Your move:
✅ Communicate what changes (if any)
✅ Clarify new responsibilities, even if temporary
✅ Invite questions, then actually answer them

A little structure creates a lot of relief.

4. Reinforce What’s Not Changing

In moments of transition, people crave stability.
Your job as a leader is to re-anchor your team to the values and vision that remain steady.

Your move:
✅ Remind them what the practice stands for
✅ Highlight what’s going well
✅ Share how this decision protects the culture and the team

This turns fear into focus—and shows that leadership is still firmly in place.

5. Follow Up, Don’t Disappear

One conversation won’t settle everything.
Some team members may still be processing the change. Others may be carrying more on their plate. Check in.

Your move:
✅ Schedule one-on-one or small group follow-ups
✅ Watch for signs of disengagement or confusion
✅ Keep showing up—consistency builds trust

The way you lead after a termination speaks volumes about your culture.

The Message Beneath the Message

When someone leaves—especially unexpectedly—your team is watching.
Not just what you say, but how you say it.
Not just what happens next, but how you lead through it.

Done right, these moments can actually build more trust, not less.
They show that you care about culture, about clarity, and about doing the right thing—even when it’s hard.

At Dentist Partner Pros, we help private practice owners navigate the people side of leadership—because growth is about more than systems. It’s about the team that brings it all to life.

Click here to schedule a call

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