In today's fast-paced business environment where time equates to money, disciplinary dismissals can often feel like swift executions, involving a brief email, a summons to the boss, the handing over of a termination letter, and the immediate escorting of the employee to pack their belongings under the watchful eye of security. Such dismissals leave a lasting mark in the employee's records, potentially affecting their future career for years to come. Many managers operate under the belief that facts speak for themselves, citing reasons such as frequent tardiness, failure on key projects, or disrespecting clients as justifications for their decisions.

However, the reality is more complex. The mistakes leading to these terminations may be rooted in personal struggles that are unknown to the employer, such as family illness, mental health challenges, or deep-seated issues like depression. This article encourages a more empathetic approach, suggesting that managers consider the human element before jumping to punitive measures. Understanding an employee's personal situation might not only provide clarity but could also pave the way for constructive feedback and support rather than immediate dismissal.

By posing the question of 'why' before taking drastic measures, organizations could foster a more compassionate workplace culture, enhance employee morale, and ultimately lead to better decision-making. This perspective shifts the focus from merely ticking boxes of performance to truly valuing the individual behind the employee, which can make all the difference in both employee retention and overall organizational health.