Exactly, that's what I mean when I say that "cultural fit" should never be considered or offered as the cause of firing. However,
> Why not simply stick with the observations of (non-)performance rather than offering your judgements of the cause(s) of the non-performance?
Because I expect any decent manager & company to at least try to (a) identify the reasons for low performance, and (b) discuss possible correction plans together with the employee. Actively identifying and correcting causes for low performance is in my opinion essential to maintain perspective on how and why your company works. This perspective is necessary to understand and strengthen the practices and pillars that increase your team's performance.
> Why not simply stick with the observations of (non-)performance rather than offering your judgements of the cause(s) of the non-performance?
Because I expect any decent manager & company to at least try to (a) identify the reasons for low performance, and (b) discuss possible correction plans together with the employee. Actively identifying and correcting causes for low performance is in my opinion essential to maintain perspective on how and why your company works. This perspective is necessary to understand and strengthen the practices and pillars that increase your team's performance.