How to fire an employee

Posted: 02/09/2007--25/11/2008 || Rate this Article: 3 || Views|| Sign In || Register ||Hello Guest

Firing en employee can be stressful for management and worker. No one likes to lose a job, and none of us likes to be the bearer of bad news. Having a job terminated means being rejected through disappointing or unacceptable work performance.

If you have an employee that may need to be let go, here are some tips for handling this task effectively and graciously.

1. Track the employee's job performance. Even if you're pretty sure the person is doing a poor job or lacks essential skills, supervise his or her work and make notes about problem areas. Keep an eye on the worker's track record for several months and make periodic notations. You may want to ask another supervisor for additional feedback as well.

2. When you spot a problem, go over it orally and in writing with the employee. Make sure he or she understands the nature of the deficit, as well as what can be done to get back on track. Invite questions and offer support to help your employee get up to speed at his or her job. It's always better, and less expensive, to retain a current employee than to recruit a new one. Give your staff member every chance to rise to the needs of his or her job.

3. If paperwork shows a continuing negative or downward trend in the employee's performance, schedule a meeting. Choose a time when other employees are not around and a place where you cannot be overheard. It may be best to get together after work at the end of a pay period, perhaps in a conference room or your office, and have the file ready for review.

4. In a firm but calm voice, go over the areas where problems persist. Explain clearly the discrepancy between company expectations and employee performance. Point out that the company's success depends on each employee's contribution and use of key skills. Explain that this person does not appear to have the skill or the motivation to help the company advance. Offer a few words of appreciation for the investment of time and effort made to try out the position, and the fact that the employee may be more comfortable or contented at another company.

5. Offer severance pay and support if applicable. A good faith demonstration will go a long way to mend poor relations and to help the employee get off to a new start elsewhere. Of course, if crime were involved, such as larceny or forgery, the outcome will be different. Wish the employee well, offer a reference if possible (even a neutral one might help), and suggest a few places where he or she can apply for a job.

Letting a worker go need not be bad news all the way around. Use this opportunity as a way to end the relationship in a cordial manner. Just because the employee didn't work out doesn't mean he or she is a bad person, so do your best to provide a polite send-off elsewhere.