Saying goodbye to a colleague at Endorphin is a normal and natural occurrence. When handled properly, it can even be a positive experience for everyone involved. In fact, sometimes letting some team members move on is an important part of keeping teams on the right track.

In most organizations, the most common situation is when a team leader believes that someone is no longer a good fit for the company for any reason. It is important to note that you do not have to handle this alone. Please seek advice and support. HR will take care of the process and paperwork and can assist with difficult conversations as well.

However, the most critical work happens months before that, and that is where team leads and managers come in. You work with your teammates every day. You see how they are really doing. You have one-on-one meetings, projects, and feedback sessions together. All the information flows to you as a lead. Now it may be time to have the tough conversations.

Here's How to Go About It:

1. Identify Red Flags: If you consistently notice red flags regarding someone on your team, actively consider the possibility that the individual's time at Endorphin may be coming to an end. There can be various reasons for this. Some organizations, like Netflix, have their own ‘keeper test’.
2. Soft-Flag to Your Team Lead: When you start to feel this way, bring it up with your team lead. It is important to get a different perspective on the situation, in case there are details about the colleague that you may have missed.
3. Analyze Together and Provide Feedback: Analyze the problem together and provide feedback to the person in question. Try to come to a shared understanding of where things are going wrong. Here are some pointers to guide your thoughts, but keep in mind that real situations are always more complex:
   • Underperformance: Try using our EPA to track areas that need improvement. Provide actionable feedback and set concrete goals for personal development. Do not wait for the feedback cycle—address issues as they arise.
   • Stopped Growing or Learning: This is not always an immediate problem, but it can be concerning if someone stops growing in their role. Many people enjoy working at Endorphin because of the growth and learning opportunities. Standing still for a year is a red flag.
   • Role Misalignment: Roles, jobs, and their demands change over time. Be transparent about these changes and communicate expectations clearly. If the role has changed and no longer aligns with someone's skills, be honest. Likewise, if the person has changed and the role remains static, discuss the fit.
   • Desire to Grow in a Different Direction: Endorphin is still a relatively small company, which means we cannot offer every career path. Have honest conversations about someone's career ambitions and assess whether there is a fit at Endorphin. If not, be realistic and open about it.
   • Belief in a Different Direction for the Company: If someone no longer believes in the direction of the company or the team, it is important to talk about it. If you notice someone losing belief and consistently disagreeing with decisions, it is a red flag.
   • Time is Up: Sometimes it is simply time to move on. People evolve, and so does Endorphin. Making a change before things turn negative can be healthy.
4. Create an Improvement Plan: Work together to come up with a plan to improve the situation and take action. Throughout the process, provide ongoing feedback to each other.
5. Decide to Part Ways: If the situation does not improve, it may be time to end the working relationship. You can do someone a favor by letting them know it is time to move on. When you reach this point, inform HR that both parties have tried everything and it is best to part ways. HR will assist you throughout the process.

Final Settlement