What they are really asking

This is a yes-or-no question with a lot underneath it. If the job involves managing people, the interviewer wants to know whether you can make a hard call and whether you make it fairly. Did you give the person warnings and a real chance? Did you follow the process and involve HR? Did you treat them with respect on the way out?

They are also listening to how you talk about the person. Details that embarrass them, or any hint that you enjoyed it, are serious red flags. And if you've never fired anyone, say so. Inventing a story to sound experienced is far worse than an honest no.

A shape that works

Answer the question, then show the process. Start with "Yes" or "No" in the first sentence. If yes, describe the steps in order: the problem, the warnings and support, the decision, and how you handled the last conversation. Keep the person anonymous and the details light. If no, say what you have done that's close to it, such as giving formal feedback or ending a contract, and what you'd do if you had to.

Model answers

Listen to how each answer is built, then make it yours.

Answer 1: a store manager in Sydney
Answer 2: an operations manager in Nairobi
Answer 3: a team lead in Osaka who hasn't

Check yourself

1What should come in the first sentence of your answer?
2Why is Answer 3 a strong answer even though the answer is no?
3Which detail would hurt your answer the most?

Practice · 3 min

Record your honest answer. If you have fired or let someone go, describe the steps in order in under a minute, with no details that could embarrass them. If you haven't, say no, then describe the closest thing you've done and what you'd put in place first. Listen back: is your first sentence a clear yes or no?

Your recording stays on this device. Nothing is uploaded.

Say it today

Use it once in a real conversation before tomorrow. Out loud counts, even to yourself.