If you are faced with the difficult task of firing an employee, there are several ways to go about it. Here’s how to fire an employee the right way.
Choose the right day to fire.
Many people feel that there are different days that are considered “good” for firing. Some think that Friday is good if they usually have the weekend off because they won’t feel like they got fired right away. Others think that doing it like that may cause the person to over think the firing too much over the weekend. So what is the “right” day to fire? It’s a matter of personal opinion and how you the think the person will act. Think about the pros and cons the person might face with being fired on one day versus another. Either way some view that “any day” is a bad day to be fired. I personally think that being fired on a Friday, if you are off on weekends, can give a person time to figure out what they are going to next.
If the company needs to downsize tell them.
If the reason for the firing is because they company is downsizing tell them. If the employee had been doing a good job at work let them know. Give them reassurance that it truly wasn’t them and that these things sometimes happen. If you feel that they would be a good worker somewhere else offer to write them a letter of recommendation. I think it’s best to never burn bridges because you never know when you might needs someones help again so getting a letter of recommendation even after a firing is a positive thing.
Firing by letter.
If some cases the employee may deserve to be fired. If they are constantly late for work or are flat-out not doing their job as instructed they need to be let go. If you are having a hard time contacting the individual who needs to be fired you may have to fire them by letter. This is a great chance to explain in detail why they are being fired. You can even give physical evidence, such as a timestamp that shows when they were clocking in and out, that further details why they are being fired. Within the letter state when the termination begins so there is no misunderstanding and everything is backed by paperwork. When firing difficult employees you need to produce enough documentation so a lawsuit doesn’t arise out of the situation. I think that sometimes it’s best to include a letter even with firing in person so the person that is being fired understands everything.
They are nice and respectful but don’t possess the right skills.
There may come a time where you find a nice and respectful employee just can’t do their job correctly. Have a one on one meeting in a quiet place, such as an office, to deliver the bad news. Some people just don’t work out for a job but are nice and respectful so you should be nice and respectful towards them as well. This can be a good time to tell them what they need to work on if they want to pursue a similar job. If you feel that they could potentially perform the job with schooling and training let them know that. Assure them that they have the right attitude but don’t possess the right skills. Tell them what you were/are looking for to fill that position. This may give the motivation to seek schooling and training and to reapply for the same position down the road. I would be motivated to reapply for a job if I was getting along with fellow employees and management. Sometimes people apply for a job and think that they have the right skills then end up working on the job and finding out they really don’t.