Incompetent nice guys and gals should be put on a traditional performance improvement plan (PIP), and skillfully managed in order to give them the training and feedback to improve their abilities. One solution I’ve seen work is to move them into a different role when their incompetence stems from a fundamental disconnect between their strengths and their current role’s demands (e.g. mediocre social skills in a client-facing role, though the person may be an analytical whiz if moved to a more technical role). Of course, if that is not possible or does not work out, they should also be separated from the company. Helping incompetent nice guys and gals to find a position that is a better fit for their strengths, is ironically, the nicest thing you can do for them.