You can’t fix an employee, but you might be able to fix his or her performance.

Common sense and a good policy manual will clarify the majority of situations when an employee should be fired, but there are times when you need to use judgment and intuition.

If an employee has been insubordinate deliberately and frequently, there’s little sense in trying to change or fix their performance.

Ask yourself these questions to determine if fixing is the best course of action:

1. Does the employee show remorse for poor performance?
2. Is he or she receptive to the fix—suggestions and coaching—you feel necessary to change?
3. Are they quick to implement the fix?
4. Are you seeing positive improvement and results that prove progress?

Firing is likely warranted when:

1. The employee shows lack of concern for mistakes or poor performance.
2. They resist or resent feedback and suggestions
3. They pay lip service to changing but don’t demonstrate it.
4. The conversation around the problem occurs more than once (or worse, repeatedly).

Show the courage to do what’s right for both the employee and the company. Don’t fire out of anger, and think carefully about the consequences. At the same time realize that fixing performance isn’t always possible. You can’t improve the performance of an employee who isn’t willing to improve.

Mark Sanborn is an award winning speaker and Leadership Expert in Residence at High Point University, the Premier Life Skills University. For more information about his work, visit www.marksanborn.com.