The firing of an employee can be a very unpleasant experience not just for the employee, but also for the manager doing the firing. Let’s face it, firing and hiring employees is a natural part of the ever-changing business environment. In today’s business atmosphere, there is considerable attention placed on hiring practices. Laws that support good hiring practices, such as the equal pay act, civil right act, disabilities act and the age discrimination act, help give support to managers when making hiring decisions. However, the law does not provide much support to the manager in regards to the firing process. Let’s take a look at some of the “good practices” that a manager can use during the process of having to fire an employee.
Make It Short
Why make it short and to the point, think about this, would you want your dentist to drag out your root canal surgery? Stay focused on the process and do not get caught up in the heated emotions of the moment. Getting caught up with the emotions tends to start arguments, which neither side wants at a time like this. Keeping it short and to the point will help not only the employee be able to move on after the event faster, but the manager as well.
Inform
There are a few key points that will help you keep the firing process on track. Once of these is informing the employee of the situation. Inform the employee they’re being let go within the first forty-five seconds of entering the office. I prefer to use words and phrases like let go or released, instead of fired. Second, explain the reasons to the employee that they’re being let go. Don’t go in to details here; keep it short and to the point. I usually say something like, “You did not meet certain performance targeted goals of the company.” Keep the employee informed will keep ball in your court and the process moving towards a conclusion.
Extend a Helping Hand
The first point of extending a helping hand is to explain any severance and post employment benefits packages that are available to the employee. This is an important point in my company’s firing process. I usually pay two weeks of severance pay, all employee vacation time, plus thirty days of health benefits. The second point in the extending a helping process is to tell the employee what kind of work reference you will provide if called by any future business prospects of the employee. The stance I take in regards to work references is that if the employee is being let go for reasons that are not in they’re control, I will provide a positive work reference. However if the employee is being let go for performance reasons on they’re part, I inform the employee that no work reference is available.
Having to fire someone is an awful experience for me. I always think about their families, debts and the relationship I have built with them. It is sometimes hard to understand that this is just business. However with these tips that I have given you the next time you have to make that call for an employee to come to your office, you will be a little more prepared and make the right choices.
