Terminating employees is perhaps the most challenging part of any manager’s job. No one enjoys having the discussion and even thinking about it makes many a manager weak in the knees.
The time to terminate someone is the first time you think about it. It only becomes more difficult when you ponder, ignore, put it off or make excuses for why you aren’t terminating.
I can’t take away the discomfort of firing someone but I can help make it easier.
Here are things to consider during the termination discussion.
1. Protect the person’s self esteem. Find a room where you can close the door and have privacy. Pick a time when they can pack up their personal belongings and not have to face a lot of other people.
2. Have another person in the room. Emotions can get high during the conversation. Having another person in the room tends to reduce the intensity of the emotions. Ask for someone from human resources, or another manager.
3. Message needs to be clear. Your message needs to be fact based, clear and concise. Stay on point, explain the decision and emphasize the facts. Keep your emotions out of the messaging.
4. Don’t waiver. Don’t come across as the topic is negotiable, it’s not. Your message should include phrases like ‘the decision has been made’ and ‘this is non-negotiable.
5. Remain calm. And don’t argue, even if they want to argue. Your role during the conversation is to remain calm, don’t argue and don’t defend the decision.
6. Be compassionate. The message you are going to deliver is going to change the other person’s life, and they won’t be happy. Understand this and be compassionate. But don’t sugar coat it.
7. Stay away from personal issues. Don’t let the conversation stray to discussion around anything personal…health, family or other issues they have don’t belong in this conversation.
8. Set a time limit for yourself and watch the clock. The conversation is likely 15 minutes, maybe 30. Don’t allow them to talk, argue, cajole or defend and extend the conversation. It’s not healthy for them and it won’t change the decision. Repeat phrases like ‘this isn’t a good fit’, ‘the decision has been made’, ‘it’s non-negotiable’ to draw the conversation to closure. You might have to get up and simply tell them the conversation is over.
9. Give them the information they need. Are they getting compensation still, for how long? What about medical insurance, PTO and other benefits. Do they need to discuss with HR or someone else? Focus on what they need to know.
10. Get what you need from them. Ask for their keys, badges and any other property they may have on their person.
11. Discuss a cover story. What would they like to say to others about the situation? Can they say they resigned? What will you say? Whenever possible allow them to determine the story they will tell others.
Firing is not fun, even when someone’s performance has been awful. Before you sit down to have the conversation know what you are going to say, have the information they need and picture the interaction in your head.
Termination conversations are difficult. Download Making Difficult Conversations Easy checklist for tips and tools to navigate through these, and other difficult conversations.
