confidential.

Not-so-secret: The hiring market’s locked in a deep freeze.?

Almost nobody’s quitting—resignation rates are at historic lows, driven by shaky consumer confidence & economic uncertainty. Employees are gripping their roles tight, too scared or comfortable to jump ship.

It’s a wild 180-degree turn from 2022, when you couldn’t hire an A-Player without contorting yourself during the Great Resignation.

This week’s data confirms The?Big Freeze. The percentage of employees voluntarily quitting their jobs to find new ones is down 30% from it’s 2022 peak.

For business leaders, this stagnation spells trouble. Your B- and C-players aren’t budging, and their mediocrity’s dragging your organization down. But there’s a flip side: top talent’s out there looking, and they’re easier to snag now than ever.

If you’re waiting for your under-performers to resign on their own, good luck. They’re not going anywhere in this climate—too risk-averse, too entrenched. Now’s the moment to upgrade your team, while the talent pool’s ripe.

Confidential conundrum: An awful Idea wrapped in secrecy

I hear it constantly from our clients: “Let’s quietly scout a replacement and swap ‘em out.” Leaders crave confidentiality like a security blanket, thinking they’ll avoid the mess.

It’s a lousy plan that backfires nearly every time.

You can’t dodge the tough conversation—it’s coming, secret or not. Sneaking around only delays it, and when the truth leaks (it always does), it’s uglier. Plus, top performers won’t wait while you play spy—they’ll grab another gig.

Confidentiality also craters morale. When your team catches wind of your hush-hush plot, trust evaporates fast. You’re kidding yourself if you think this stays under wraps.

The better play: Be upfront & invest in the transition

Instead, face it head-on. Tell your under-performer their performance isn’t cutting it and you’re making a change. Offer a stay/retention bonus ($1k, $5k, $10k - whatever, enough to be motivating) to stick around and transition their role.

It’s money well spent.

They’ll train their replacement and tie up loose ends, keeping things smooth. It’s humane, practical, and lets you recruit openly without twisting into knots. Nobody should be blindsided by a firing—clarity up front makes this work.

This beats the secret-agent routine hands down. You avoid the chaos of a sudden exit and build goodwill with a respectful process. Your team respects honesty, not whispers.

Making it less uncomfortable & more effective

Removing under-performers is never fun—I’ve lost sleep over it plenty. But you can make it less brutal with a few smart moves. Keep it simple and kind.

Start with: “We’re letting you go; it’s final.” Keep it short—five minutes tops—and don’t rehash old gripes. Frame it as a mismatch and wish them well, no blame needed.

Bring HR along to handle logistics like pay and benefits. Offer the bonus: “Stay a few weeks to transition, and we’ll make it worth your while.” It’s a clean, professional exit.

Don’t freeze up: Do it now

The Big Freeze won’t last forever. When the market thaws, your B-players might finally bail—but by then, you’ve missed the best hires. Act now while talent’s abundant.

Ditch the confidential cloak-and-dagger nonsense—it’s a losing game. Be bold, be upfront, and invest in a smooth handoff. Firing’s a key part of leading—do it right, and your Rockstars are within reach.

No need to keep this quiet,

Jeff

p.s. Want to upgrade from the B or C player to the A? Here’s the fast & affordable way to do it (confidentially or otherwise)