Why Skipping Feedback and Coaching Hurts More Than It Helps (and the Legal Risks in Massachusetts)

Why it matters

Most states, including Massachusetts, follow at-will employment, which allows employers to terminate workers at any time, even without warning. But skipping coaching and feedback can create serious legal and financial consequences.

The problem

Managers often avoid coaching because:

• They dislike confrontation and want to avoid tough conversations.
• They fear losing a skilled worker they see as irreplaceable.
• They assume performance will improve without intervention.
• They lack the skills to give constructive criticism.
• Short-term priorities overshadow long-term performance management.
• Compassion leads to excusing poor performance without a plan.

The impact

When issues aren’t addressed early and consistently:

• Employees feel blindsided if termination comes suddenly.
• Morale suffers as coworkers lose trust in management.
• Legal and HR risks increase without documentation or warnings.
• Opportunities for improvement are lost.
• Documentation gaps make it harder to justify termination if challenged.

The legal angle in Massachusetts

At-will employment has important exceptions. A termination may be unlawful if it involves:

• Discrimination — firing based on age, gender or pregnancy, race or ethnicity, religion, disability, sexual orientation, or gender identity.
• Retaliation — firing for reporting harassment, filing a wage complaint, or requesting medical or family leave.

Skipping feedback and documentation not only feels unfair to the employee, but it also increases the risk of wrongful termination claims.

Best practices for HR and leaders

To reduce risk and support employees, managers should:

• Give regular feedback and address issues early.
• Set clear goals, timelines, and expectations.
• Document consistently to protect the company and ensure fairness.
• Provide coaching and support, checking for unclear processes, lack of training, or missing resources.
• Stay compliant — termination without coaching often reflects poor management, not just poor performance.

The takeaway

Clear communication, fair treatment, and documentation help employees improve — and protect organizations from costly mistakes.

How AIM HR Solutions can help

Managing performance and compliance issues isn’t easy. AIM HR Solutions offers training, compliance support, and coaching resources to help managers handle these situations effectively. Visit aimhrsolutions.com to learn more.

Members with quick questions about terminations, compliance, or other HR issues can call our HR Helpline at 800.470.6277 or email helpline@aimhrsolutions.com for guidance.