Termination of one’s employment is never a pleasant event, especially for the person who is left without the means to provide for their family. As is the case with most things in life, there’s a wrong way and a right way to let an employee go. Using the wrong tactics can cause bitter ex-employees, bad reviews and even possible law suits against the company or individual conducting the termination. To avoid those inconvenient possible side effects, follow the simple tips below.
Don’t Make It Personal
In almost every workplace there are rules against fraternization. And in almost every workplace those rules are broken on various levels of the corporate ladder. When feelings get involved, they often get hurt. Never fire someone over personal affairs. Leave anything of that nature outside the workplace and keep employment statuses based solely on performance in the workplace.
Get the Whole Story First
There’s only been one time in my life that my employment has been terminated by the employee. It was determined by my manager that I was “negligent in my managerial duties”. However, had they asked for an explanation of the situation, they would have understood that my actions were a moral decision and were in the best safety interests of those involved. There are many times when this is the case. An employer gives a manager the responsibility of making executive decisions, yet doesn’t allow for details of why unsatisfactory decisions were made. This simple 15 minute conversation could help a company retain valuable employees and cut down drastically on company turnaround.
Termination Should Never Be a Blindside
More often than not, there are events that lead up to an employee being fired. A paper trail of signed write ups or a series of documented sit-downs should precede termination. Granted, some acts are considered intolerable and dictate immediate termination. In such cases, those transgressions should be discussed in detail during orientation or initial training. This also covers the employer where lawsuits and the Unemployment Office are concerned.
Don’t Make it a Public Affair
No one enjoys embarrassment and termination can generate it in spades. The mere fact of being fired can produce a range of emotions that are hard to contain. For that reason, these things should never be broadcast to the whole company. The termination should be a quiet, private conversation with the only witness being a member of upper management or the employee’s direct supervisor. The details and reasons shouldn’t become a topic of break room gossip either. Tears and angry words should be expected from the employee, but that should never be put on display for outsiders.
Having to fire someone, more often than not, is never a good thing. Be sure to keep it professional to make it easier on both sides of the coin.