When to Coach, When to Cut Loose
Here’s the million-dollar question: Do you keep coaching your underperformer, or is it time to let them go?
Getting this wrong either way is costly. Keep them too long, and you lose money and momentum. Let them go too quickly, and you risk throwing away potential.
Signs They’re Salvageable
They show self-awareness (admit mistakes, open to feedback).
They accept coaching and implement changes.
You see steady improvement with structure.
Signs It’s Time to Let Go
The same issues repeat, despite coaching.
Personal problems constantly spill into work.
They drain more energy than they deliver.
Think of it like a weighing scale: if the input (your energy, coaching, other team members covering gaps) is heavier than the output (their results), then the equation doesn’t balance.
How to Decide with Clarity, Not Emotion
Track progress with KPIs.
Document feedback and responses.
Give clear improvement timelines.
Then decide: are they trending up or flatlining?
Key Takeaway
Not every underperformer needs to be fired. But not every one deserves endless chances either. Coach where there’s potential — cut loose when there’s not.
Next Step
If you’re constantly second-guessing whether to coach or cut, it’s time for structure.
👉 Book a Strategy Session with me and let’s build a clear framework for performance, so you always know when to lean in — and when to let go.
About Selina
Selina Johnson is a Fractional COO and Operations Strategist helping high-performing service-based CEOs fix messy team structures, install smart systems, and lead without burnout. With over 20 years in operations, she’s the strategic partner behind the scenes scaling multi-6 and 7-figure businesses across healthcare, wellness, and consulting. When she's not building airtight ops plans, she’s voice-noting CEOs via her on-call Hotline or mapping out team transformations in her Ultimate Delegation System.