Employees get fired for two reasons. Either they choose to sabotage their own employment or they just don't have the skills to do the work. The empowered manager is good at knowing which is at play.
Both require the gentle, compassionate, patient guidance of the empowered manager. You coach them, nurture them, and train them how to keep their job. If they were hired for the wrong task, it ultimately becomes obvious they're just not suited for the work. So you reassign them, if possible, to the position he/she was made for. For those who choose to sabotage their employment, repositioning never works. Don't bother. You'll only poison another manager's well.
Instead, you point out the behaviors that aren't tolerated and the goals that must be met, restate your expectations, clarify the consequences, and monitor for deviations. When the sabotage continues, you push the reset button... again.
Make sure the employee knows he/she is choosing to limit his/her potential, not you. Clarify one of your roles as manager is to implement the decisions your staff chooses you to make about their place in the organization; that they are in control of the decisions you have to make. They orchestrate it.They force it. They own it. You just implement.
Empowered managers don't let anyone play the victim.