Kari Rsand Scalon said that: “Letting an employee go is never an easy decision,” Firing someone is a decision that is difficult on many levels, and may have been culminating for a long time. However, let’s face it, the circumstance may be different from company to company, firing is never pleasant, but it is part of management whether we like it or not when you have a poor performing employee and you can't afford to waste your time or money by keeping him around. In today’s article, Faro will introduce some best practices for firing someone who is not working up to your standards.
First, the manager needs to point out the main reason for dismissing an employee, such as:
• Poor performance
• Improper personal relationships
• Criminal activity
• Elimination of a position
• Absenteeism or continuous tardiness
• Downsize policy
Then the manager needs to ensure that the reason is not discriminatory or personal prejudice in any way but with ethics and dignity.
Secondly, bear in your mind that a firing should never be a surprise
Considering that whether a person will be dismissed or not should always be a big, long review process. When you identify that person will be terminated, warn them that their performance is not meeting the company’s standards, and tell them that if they don’t strive to improve, they are risking termination.
Then, if they fail to change and correct themselves for a limited time (properly one month), you should let them go.
Thirdly, prepare specific data to support your decision
Time to terminate comes, you need to be able to present specific data to back up your decision. Letting a person go is not a split-second decision but it must be the result of continued disciplinary action. You should accompany your former warnings with realistic measurable goals such as Performance Improvement Plan, Monthly Report… "No one can argue against hard numbers", consistent documentation provides evidence of your efforts to create accountability and opportunities for your employee.
Fourthly, setup termination meeting
You should do it in a private area. A conference room might be the best idea where you can have the meeting privately, then leave when the conversation is over. During the meeting, the manager should give a short explanation for the decision of layoff and negotiate extending the working relationship with employee. The meeting should also include information on the employee’s final pay and details of their insurance benefits after leaving. Be honest and be conscious of your messaging. You should explain calmly what is happening and why. It’s rude when raising your voice, or make personal comments to the employee.
Remember to arrange what you plan to say and how you are going to say it. You never know how a person is going to react because different people process different emotions. Hence, you had better be a listening ear if necessary.
No HR professional gets into the industry to terminate employees, but we acknowledge that is part of a business’s activity. Faro is always try our best, as an employer, to ensure a positive outcome for both the terminated employee and your leaders/ directors!