"If you let them go kindly and humanely, the key is... you become their agent, like Michael Ovitz... You help them find their next job actively." — Matt Mochary
What It Is
This framework separates the business decision (customer needs) from the humane implementation. The manager acts as a talent agent (like CAA) for the departing employee, actively using their network to land them a new job.
When To Use
- Individual performance-based firings
- Large-scale layoffs
- Any situation where someone must leave
- To reduce trauma and reputational damage
The Protocol
┌──────────────────────────────────────────────────────┐
│ 1. DIRECT NOTIFICATION │
│ News delivered 1-on-1 by immediate manager │
│ NEVER via email or group settings │
├──────────────────────────────────────────────────────┤
│ 2. EMOTION RELEASE │
│ Allow venting of anger/sadness │
│ Simply listen and validate │
│ "I imagine you are feeling angry right now" │
├──────────────────────────────────────────────────────┤
│ 3. ACTIVE AGENCY │
│ Dedicate 1-2 hours to call your network │
│ Recommend them for their specific strengths │
│ Follow up on leads personally │
└──────────────────────────────────────────────────────┘
Core Principles
1. Direct Notification
News must be delivered 1-on-1 by the immediate manager—never by email, HR, or in group settings.
2. Emotion Release
Allow the employee to vent anger/sadness. Simply listen and validate ("I imagine you are feeling angry").
3. Active Agency
Dedicate 1-2 hours to personally calling your network to recommend the employee for their specific strengths.
How To Apply
STEP 1: Prepare the Conversation
└── Clear calendar for 30-60 min afterward
└── Have logistics ready (severance, timeline)
STEP 2: Deliver News Directly
└── "I have difficult news. We are letting you go."
└── Be clear; don't soften with preamble
STEP 3: Create Space for Emotion
└── Silence. Let them react.
└── "I imagine you're feeling [angry/sad/shocked]"
└── Don't defend or explain excessively
STEP 4: Become Their Agent
└── "I want to help you find your next role"
└── Immediately think of 3-5 people to call
└── Make calls that day while it's fresh
STEP 5: Follow Up
└── Check in on their search
└── Provide references proactively
Common Mistakes
❌ Offering passive help ("let me know if you need a reference")
❌ Delivering news via email or group announcement
❌ Rushing through emotions to "get it over with"
Real-World Example
Matt firing a high-performing employee simply because there wasn't enough work, then helping him realize he wanted to be a founder and supporting that transition.
Source: Matt Mochary, Lenny's Podcast