Should I Fire This Employee?
A research-based, 27-question diagnostic that helps managers make clear, defensible, and psychologically sound decisions about whether to keep, coach, or terminate an underperforming employee.
Every team has that person.
You know the one. You do not need anyone to describe them to you. You just need to know which one you are dealing with — so you can finally decide what to do about it.
The Toxic Superman
A top performer on paper. Numbers look great. Clients love them. But inside the team, everyone walks on eggshells. Half your good people have quietly told you they are thinking of leaving. You keep telling yourself the results are worth it. They are not.
The Ghost Employee
You genuinely wonder sometimes if they work here at all. No output, no complaints, no drama. Just present. When you try to find what they actually did last month, you come up with nothing. And somehow, nobody notices except you.
The One Who Already Quit
They did not tell you. They did not resign. But they checked out six months ago. They are coasting, collecting salary, and silently waiting for you to make the decision for them. They expect you to act. They almost want you to.
The Side Hustler
They are running a business inside your business. Taking your clients, using your tools, answering personal calls, building their own thing on your time. You suspected it for months. Now you are looking for the courage — or the framework — to do something about it.
You already know the answer.
You just need permission to act on it.
Firing someone sucks. It is the hardest call a manager can make. You have replayed every conversation, questioned every decision, and told yourself "maybe one more chance" more times than you can count. Meanwhile, your best people are watching, your business is paying, and you are losing sleep.
You do not need another motivational quote. You do not need a generic HR checklist. You need a structured, science-based framework that helps you either confirm the decision with clarity — or release yourself from the guilt of making the wrong one.
That is exactly what this test gives you. In 9 minutes.
Most managers wait too long. A few act too fast.
Both mistakes are expensive — financially, emotionally, and for the team that is watching how you handle it. This test was built to stop both.
You already know something is wrong.
You feel it in your gut. But you cannot turn that feeling into a clear decision because loyalty, history, and the money you have already invested in this person are all pulling on you at once.
You are afraid of being unfair.
Good managers carry the weight of every termination. This test gives you a structured way to check your own reasoning before you act — so you act with clarity, not guilt.
You have no framework.
HR courses teach you the legal process. No one teaches you the decision itself. This tool fills that gap with 27 targeted questions across four measurable dimensions.
Your team is watching.
Every day you delay a needed decision, your best people lose a little more faith in your leadership. The cost of waiting is real, and it compounds fast.
Three phases. One clear answer.
The test takes about 9 minutes. Your answers stay private. No account needed to begin.
Answer 27 Questions
Short, direct questions across Team Impact, Business Performance, Psychology, and Exit Cost. No essays — just honest clicks.
Get Your Score
A weighted score out of 100 with a clear verdict: Keep & Monitor, Performance Plan, Manage Out, or Terminate.
Read Your Report
A personalized analysis covering the main drivers of your score, a psychological read, and recommended next steps.
Four Dimensions of Every Termination Decision
🔴 Team Impact
How this person affects team morale, collaboration, conflict, and your top performers. (7 questions)
💰 Business Performance
Output, ROI, management time cost, and risk exposure. (7 questions)
🧠 Psychological Profile
Self-awareness, accountability, emotional maturity, and coachability. (6 questions)
⚖️ Context & Exit Cost
Tenure, salary level, severance exposure, client relationships, and the real reason the team would or would not miss them. (7 questions)
Three perspectives. One decision.
This assessment blends the fictional voices of two iconic characters with the real-world experience of a senior operator.
The longer you wait, the more it costs.
Take 9 minutes. Get clarity. Your team is waiting for you to lead.