Most people think firing someone is about poor performance. But Elmer Sarmiento, Certified Management Accountant (Australia), says one of the toughest leadership calls he’s ever made had nothing to do with numbers.
“To part ways with people who may have been excellent performers but cannot blend in with the organization and work with a team—that was the hardest decision I’ve had to make,” Sarmiento told Financial Adviser PH.
It’s a move most managers hesitate to make. But for Sarmiento, who leads both in corporate finance and academia, cultural fit matters just as much as KPIs. Why? Because no amount of individual output can compensate for a toxic team dynamic.
“We can be nonchalant with different elements such as processes and technology,” he said, “but people should always be a top priority.”
And sometimes, it’s not just about attitude—performance can be an issue too. Even employees who show up with great energy and attitude may not be the right fit if they can’t deliver results.
“People with outstanding positive attitudes cannot consistently meet role expectations, even after rotating them to other roles,” he added.
These decisions are tough—but they’re necessary if you want a resilient, high-performing team. As Sarmiento puts it, leadership is about protecting the long game. It’s not just about hiring smart—it’s about making sure every team member moves in sync with the broader vision.
His advice to leaders? Don’t just manage performance—manage culture.
When you have people who collaborate, share goals, and bring the right mindset to the table, you don’t just hit targets—you build something sustainable.
So yes, sometimes the boldest leadership move isn’t promoting the top performer. It’s letting them go—for the good of everyone else.
