16/08/2026
Bright GMAT: In 'The Managerβs Handbook', David Dodson, MBA β87, describes the book as βthe book I wished someone had handed me when I first became a manager.β As a lecturer in management at the Stanford Graduate School of Business, Dodson presents it as a practical guide for managers who are serious about getting things doneβincluding building strong teams by hiring the right people and, when necessary, letting the wrong people go.
Terminating an employee is one of the most difficult responsibilities a manager faces. Leaders often delay the decision because they do not want to hurt someoneβs feelings, but postponing it can make the situation worse. According to Dodson, effective leadership requires accepting that difficult conversations are sometimes part of the job.
So how can a manager handle a termination with respect and fairness?
Meet one-on-one. Having another manager or HR representative present can make the employee feel distrusted and may not necessarily provide additional legal protection. Unless circumstances require otherwise, the conversation is best handled privately.
Protect the employeeβs privacy. Losing a job can be deeply embarrassing and may be one of the most difficult experiences of someoneβs professional life. Hold the meeting somewhere other employees cannot observe. If the employee needs a moment to collect themselves, give them privacy before continuing.
Be direct and brief. Dodson argues that βdirectness is kindness.β A termination meeting should be shortβideally no more than about 10 minutesβand the message should be unmistakably clear. Avoid vague language that could leave the employee believing the decision is negotiable or that their role is simply changing.
Focus on what comes next. The initial conversation should concentrate on the terms of the separation rather than a detailed explanation of past performance. In the moment, extensive feedback can cause the employee to become defensive or discouraged. If they want a fuller explanation, consider offering a separate conversation after they have had time to process the news.
Prepare for practical questions. Managers should be ready to explain logistics such as final pay, unused vacation, benefits, insurance, and other transition details. As Dodson puts it, βPreparation is compassion.β Employees are likely to feel more secure when they leave knowing what happens next.
Provide a written transition agreement. Give the employee a clear document outlining the terms of the separation and allow appropriate time for review.
Keep the focus off your own emotions. Avoid comments such as βThis is so hard for meβ or βI hope we can still be friends.β The conversation should not become an outlet for the managerβs discomfort. Nor should responsibility be shifted to a boss, board, or other authority. As Dodson emphasizes, the person making the decision needs to own it.
Ultimately, letting someone go with dignity requires clarity, preparation, privacy, and respect. The goal is not to make an inherently difficult conversation painless, but to handle it in a way that is honest, humane and fair.
Here are some Bright Prep style GMAT practice questions based on the passage, focusing on Reading Comprehension skills such as main idea, inference, application and authorβs purpose.
1. Main Idea
Which of the following best describes the primary purpose of the passage?
A. To argue that employee termination should always involve an HR representative
B. To explain how managers can terminate employees in a respectful and effective manner
C. To demonstrate that most managers are uncomfortable making termination decisions
D. To compare different approaches to employee dismissal
E. To argue that employee performance reviews are ineffective
Answer: B
2. Inference
The passage suggests that managers who postpone terminating an employee because they are concerned about hurting the employeeβs feelings are likely to:
A. Improve the employeeβs performance
B. Increase the employeeβs confidence
C. Make the eventual termination more difficult
D. Avoid potential legal problems
E. Strengthen their relationship with the employee
3. According to the Passage
According to Dodson, why should a manager avoid saying, βThis is so hard for meβ?
A. It could make the employee question the legality of the termination.
B. It shifts attention from the employee to the manager.
C. It suggests that the manager is uncertain about the decision.
D. It could encourage the employee to negotiate the terms of separation.
E. It makes the meeting unnecessarily long.
Answer: B
4. Application
A manager has decided to terminate an employee. Before the meeting, the manager reviews the employeeβs unused vacation balance, insurance status, final paycheck, and separation documents. Which principle from the passage is the manager most clearly following?
A. Respect their privacy
B. Keep it quick
C. Look ahead
D. Preparation is compassion
E. Take responsibility for the decision
5. Inference
Why does Dodson recommend discussing detailed performance feedback in a separate meeting, if necessary?
A. Employees generally do not have the right to receive performance feedback during termination.
B. Performance feedback is irrelevant once a termination decision has been made.
C. The employee may be too emotionally affected by the termination to respond constructively.
D. Performance feedback can create additional legal exposure for the company.
E. Managers generally do not have enough time to discuss performance.
Answer: C
6. EXCEPT Question
According to the passage, all of the following are recommended practices when terminating an employee EXCEPT:
A. Providing information about the terms of separation
B. Holding the meeting privately
C. Preparing answers to practical questions
D. Explaining in detail why the employee failed to meet expectations
E. Communicating the decision clearly and directly
7. Authorβs Reasoning
The statement βDirectness is kindnessβ most strongly implies that:
A. Managers should avoid discussing the employeeβs feelings.
B. A short and unambiguous explanation can reduce unnecessary uncertainty for the employee.
C. Managers should terminate employees as quickly as possible.
D. Employees generally prefer not to know why they are being dismissed.
E. Managers should communicate termination decisions in writing rather than verbally.
Answer: B
8. GMAT Critical Reasoning
A manager believes that having an HR representative present during every termination meeting demonstrates professionalism and protects the company from potential legal problems. Based on Dodsonβs advice, which of the following would most weaken the managerβs reasoning?
A. HR representatives are often responsible for handling separation paperwork.
B. Some employees may feel more comfortable speaking with HR than with their managers.
C. The presence of another manager or HR representative may signal distrust without necessarily reducing legal exposure.
D. Termination meetings can sometimes last longer than 10 minutes.
E. Employees may have questions about benefits and insurance.
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