Should you fire?
If you are reading this article then you might want to learn how to fire employee and handle this process with care. Employee termination is stressful for both parties not only for an employee losing a job as well as it may take a while.
The question of whether to or not to terminate an employee is dependent on the circumstances of cases and occurred facts if it’s unless the reasons not impermissible with State Federal Law. Once the pros and cons of terminating an employee has been over-viewed and it’s in company’s best interest to get him or her fired there are certain practices that should be confronted to eliminate undesirable outcomes.
Here’s how to go about this complex procedure properly:
Step 1. Take a minute to plan and set expectations
Throughout the termination process, the employer need to work with the employee’s supervisor/manager to discuss any case that could be ground for immediate termination. Make sure that letting go your employee is thoughtful and fair practice for both parties. However it’s important to remember that almost all states have “at will” employment enactment, which means that regardless of reason employer can terminate an employee without any cause and vice versa, and employee can quit without providing a reason. It’s also necessary to be sure of this standing because a tiny misgiving might stroll you back.
It is important to document the instances and prepare grounds, consider your company’s policies make HR your ally at this point.
Step 2. Call for the meeting
Inform your employee about the reason beforehand, be direct and focused and remember to call a spade a spade and give certain reason of the meeting avoid euphemisms or ambiguous language. Be fully prepared to answer the prompting questions by your future ex-employee. Be proactive and answer to these questions:
- When should I leave?
- Will I receive the severance pay?
- Can I get the recommendations from you and other members of the team?
- When should I return the company properties such as cell phone, corporate cards and keys?
- When should I inform my clients and the coworkers about my termination?
Step 3. And here you go, time to explain your decision
Essentially, it’s good to get a witness in the face of HR staff person. To ensure that the process of termination is treated fairly and with professionalism.
At culmination point explain why you are firing the employee. Strike with objective and professional tone, the employee should go along with your thoughts even if he or she is wholeheartedly disagree with the decision. When talking to the employee focus on the problem, list down the facts and make your stance sturdy. Finally let the employee to speak out and vent but remember to stay away from debates and argues.
Step 4. When it’s time to say goodbye
Once the employee heard the decision and expressed his or her assent, here comes the time when you need to explain details of separation the things like returning the company equipment or legally binding agreements which come into power after termination of a contract.
Step 5. Lastly, offer help
Keep the last hitches professional don’t take it too personally on you. Offer to give a good recommendation. If you are firing an employee for a cause it’s best of the practice to stay confronted of offering any help if there’s very few ways you can help.