Break ups are tough - even JOB BREAK UPS!

And it’s just as hard for the breaker-upper boss as it is for the break-uppee employee.

With this in mind, Nancy Mindes, a NYC career coach (who calls herself a “Chief Audaciousness Officer”) offers up some bold practices for bosses to keep in mind to better prevent difficult job break ups from happening.

1. Create a detailed job description – or you’ll wind up with someone who lacks the key strengths you need.

2. Never hire someone quickly from a place of panic - just to get a body in the office. Remember: once you bring in the wrong person, it's very difficult to get them out.

3. Take the time to call past employers and google the potential employee. You won't regret it.

4. Delegate with very detailed direction – or you’ll wind up with missed deadlines and lousy results. Sometimes a “bad employee” is the result of bad instructions.

5. Do not give people too much autonomy – or you’ll wind up not knowing what's going on with your business – and might not find out until there’s a huge problem!

6. Do not under-delegate either – or you’ll take on too much yourself – and won’t be able to focus on what you do best.

7. If after you’ve hired a person, red flags are a-waving (sloppy deliverables, bad communication, attitude, lateness, etc) discuss the issues right away. Be direct. Give them a chance to improve. But remember: Some people’s problems will never go away – and keeping this employee around might cost you time, money, and business relationships!

8. In four words: HIRE SLOWLY. FIRE QUICKLY.