Firing an employee is not an enjoyable task for anyone. In fact, many managers and business owners find this very difficult- traumatic, even.
The way the termination is handled could determine the person’s decision to sue their former employer. Oftentimes, letting a worker go is tough, not just for that individual but also for you and other employees. However, as a leader, it is your job to determine when to fire an employee and how to do it right.
WHAT to say and do when firing an employee
Deciding when to fire an employee may be tough, but knowing what to say could even be tougher. This can get awkward, especially if this is your first time giving someone the pink slip.
What you need to do before firing the employee is review the files of the person being terminated; these files will prove any poor conduct or performance issues that led to the decision for termination. During the meeting, you need to inform the employee immediately that you are letting him or her go.
There is no nice way to break this news so it is best to be direct.
Don’t counsel and leave the person enough time to collect himself before leaving the office premises. Whatever you do, don’t let your feelings get the best of you- maintain professionalism.
WHY are you firing this person?
You also need to determine why you are firing your employee.
Knowing when to fire an employee hugely relies on the grounds for letting him or her go. The right reasons for letting an employee go can include poor performance and bad conduct.
Wrongful termination is against the law and is definitely something that you need to avoid in order to stay clear of legal issues. Wrong reasons include anything from personal reasons, prejudice, race, or appearance. If you are unsure if you are terminating the employee for the right reasons, then it is best to consult a lawyer or human resource staff, just to be safe.
WHEN is the right time to fire an employee?
Firing should never come as a surprise to the employee, and it shouldn’t be done on a Friday!
Terminating someone on a Friday gives that person time to mull over what happened, and possibly create a plan to retaliate to you, his former superior. If you are wondering when to fire an employee, the best time is when you have given sufficient notice and a chance for that person to improve.
WHERE to fire an employee
Firing an employee should be done discreetly, in a private and neutral place.
Don’t embarrass the person by doing it publicly, or in front of the staff. That could lead to a lawsuit and an instant YouTube video featuring you as the scary mean boss!
Instead, pick a quiet area where you can talk, like in a conference room at the office. Have one other person witness the process, such as an HR staff or the person’s immediate superior. This witness can attest to everything that happens, and mediate in any possible verbal or physical attacks.
There’s no definite one-size-fits-all rule on when to fire an employee, but the guidelines mentioned above are the basics that you should follow regardless of your business setting.
If you follow this, you can save yourself from potential summons from the labor court.
