You are the head of an organisation, you have NO CHOICE but to tell 5 employees from 50 to leave.

Letting go the five least deserving ones from the periodic appraisal exercise is the way forward on condition that all employees have been emplyed in a similar manner. Guess however that you would have those on training on contract and on permanent basis. The ones to go would probably be the ones which will make least financial impact to the employer also. You will not be expected to sack someone with a solid contract which may probably have big financial impact and probably reputation risk as well. After a careful study on these fronts it may be appropriate to talk to the five persons individualy first and attempt to build the remaining team by organising a farewell lunch or tea break with an appreciation to those who have to leave.

Personally,  if there is no good enough reason to oblige me to fire people, I will not accept to be in this situation where I have NO CHOICE as you put it in your question.

 

It is not the issue of firing people (who deserve to be fired) .. that would be a process to be executed from time to time when there is enough reason for it.  In principle, firing and hiring is a mechanism to bring new talents (blood) into the veins of the business.  However,  it is NOT acceptable to start firing people just because the boss says so, or because someone up there wants to increase profits or cut costs. I have never accepted to be in such situation, and if worst comes to the worst, I would be the first one to leave this lousy company !

 

Having said that,  we all know that these things develop (deteriorate) over time, and any person with good sense should recognize this end long before it actually arrives.  Management (good management anyway) has to do something about it before it is too late, and the employees (specially the good ones anyway) will start for better places to work for !

First I have to check the labour law of the country in such cases. Some coutries put in their law sequencies to be followed. Secondly I have to check financial or operational risks that the company could face. Financial risk is the amount of compensation that the company is expected to pay and its materiality on financial position. The operatiional risk is the activity or operation that could be affect from firing the employee and its empact on compitance of the company.(if the core compitance of the company is on its HR). Thirdly I have to assess possibility of replacing the employee at later time. If the position requires highly skilled and professional employee and this is not available or costy to get subsequently from laboure market I have to consider the issue in the assessement. Fourthly I have to take in to account the compitator reaction. They might provide him a better renumeration package and hire him to understand your business and operational compitance easly. Enployees how were engaged in R&D or Celebrity Chef in hotel and entertainment industry

The best answer given by Mr. Mohammed Thiab. That is the ideal BOSS of an ideal organization. Salute.

From Human Resources perspective as a manager you need to have appraisal meetings on ,monthly basis and see their progress for last month , you need to rate each employee with different categories of achivement  for their perfomance last month and what was expected of them last month and agree on areas of development1.Needs improvement ( Requires lot of development and improvement to carry out day to day duties)2. Effective ( Works and completes what is required of his/her within  hours of work)3.High performer ( Comes to work , completes all duties and demonstrates and performs more than what is required of his/her , comes with new ideas and new projects and has a can do attitude towards work)4. Outstanding ( Comes to work , outperforms all the other employees in percentage of work completion  and clearly stands as staff role model for others to be motivated to) once grading is done you can easily select the NDs as you have the ratings and comments from last month on which the employee has agreed to