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Sometimes managers aren’t as clear about this stuff as they should be because it feels unkind to deliver such a blunt message.

But it’s actually a real kindness to give direct, unvarnished feedback to someone who’s struggling as much as this guy is.

I really wanted to help him, but as I said there is no way to make it happen here.

I feel guilty about having to fire him even though it has to be done.

He made a few minor corrections with a pen and then was asked to check that the corrections had been typed up correctly.

He gave the list back to the person in charge with different corrections than the first time.

(For example, continuing to distribute things off the printer after he’s been told not to do it several times is alarming — or at least it’s alarming if those requests were direct ones, not hints.) If #2 weren’t present — if he were following instructions and doing his work more or less correctly — I bet that #1 wouldn’t bother you as much.

For example, every time anyone on our floor prints something he jumps up to retrieve it and then runs around trying to find the person who printed it.As I said, he is not a jerk and he hasn’t done anything which rises to the level of misconduct.This is the first job or internship he has held and he only has one year of college left before he graduates.If you haven’t done that yet, I think it’s worth a short investment of time (I’m talking about one to two weeks, not months) to give him some really clear, blunt coaching and see if it makes a difference.If you don’t see a significant improvement after that, then yeah, it’s time to let him go — and do him the favor of explaining that it’s because he’s not following directions, so that he’s clear on how big of a deal that is in the future.

But he has not done a single assigned task correctly, and no one wants to work with him because his lack of knowledge and common sense makes even the smallest things difficult.