All the leadership books I have read lately speak about wrong people, right seats. Get rid of the wrong people fast. This is great in theory, but how do you tackle this without running the risk of bad Indeed reviews or even worse - false wrongful termination claims?

If conversations around poor performance or lack of catching on after training are recorded, but no write-ups or PIPs have been given, would you still proceed with termination? Or is it better to follow the disciplinary steps even if you know they aren't going to be successful in the end and you are wasting time?

(Please note I work in an at-will employment state.)

I'd appreciate anyone's feedback on this. - Kelsey