I would feel out the rest of the team, see about their opinion of the guy. My other consideration would be on whether or not I've actually let this employee kn

I would feel out the rest of the team, see about their opinion of the guy. My other consideration would be on whether or not I've actually let this employee know that there was a problem. Did they know they were on the edge of being fired? Did they know their performance wasn't up to expectations? And I mean, were they explicitly told these things? Are these things documented? Because if the team doesn't like him and you have multiple documented instances where you told him his performance wasn't adequate and his job was in jeopardy then do you could fire him 5 seconds after you read this message. In that case was given every chance and threw them away. But if you've just been mostly silently stewing about this and giving passive aggressive hints that he needs to step up, with your only note being "I need this now". Or if the team thinks he's pulling his weight and that what's being asked of him is too much, then you should let him vest. Because in that case, you're the one who made the mistakes. Basically, determine who made the mistake to let it get to this point. And that should tell you whether or not to let him vest. I'm willing to bet it's more latter than former considering you're here asking for advice rather than printing out all of your documentation to show him why you're firing him.