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One of the most difficult tasks you have to face as a manager is firing employees. This is the part of the job that most people dread. You should not fire anyone unless you are absolutely certain that it is deserved, however, most managers wait far too long to finally fire an employee. If you have provided clear expectations, and have implemented the associated steps and tips that have been discussed in this lesson, you will be justified in the decision and it should come as no shock to the employee.
The employee who, breaks the rules, is not performing up to job expectations, has a poor attendance record, or causes difficulties in the workplace, needs to be let go. It is not good for the organization, and in many cases, it might just be the right thing for the individual. There are times when an employee is almost subconsciously begging to be let go to venture out to new things, but does not want to quit due to job security.
Steps to take when firing an employee:
1. Hold the employment termination meeting.
2. Don’t be tentative, be straightforward, and let them know that you have to let them go.
3. Even though it should come as no surprise to the employee, you will probably be asked the question, “Why am I being fired?” State the reason for the employment termination. Have some quick notes prepared to be able to touch the main points. Be calm, quick to the point, and compassionate. Keep this termination process as short as possible.
4. The employee might want to ask a couple of questions. You will be so prepared that you should feel comfortable to discuss how it got to this point.
5. The employee might be acceptable and want to end the experience as soon as possible. If that is the case, you do not need to lengthen the process by continually talking.
6. HR will most likely meet with the individual in their office to discuss possible severance, when their last paycheck is coming, when benefits terminate, and any information regarding extending their health coverage or any other details.
7. Your department will be talking about what they saw and will be anxious to find out what is happening. Explain to the team that the individual is no longer with the company, without going into too many details.
In some cases, the conflict can be a good thing like process improvements or better ideas to service the customer. This can be part of the “open communication” that is encouraged within the team. However, in most cases the conflict is more negatively based
