Business leaders

How to Fire an Employee: 3 Dos and Don’ts

Firing people has got to be one of the worst parts of being a manager or business owner.  But believe me, not firing someone who needs to go is worse!  It always amazes me when I see business owners who are dreading firing someone so much that they suffer through months of underperformance, negative attitudes, and conflict resolution conversations.

I am committed to making sure that everyone on my team is a good fit. It’s better for them, and it’s better for me! We have all heard, “Hire slow, fire fast!”  And while that is 100% true, we still don’t enjoy it.

I’ve surprisingly had some very positive firing experiences. I’ve even had some people call me a couple of months later to thank me for letting them go. And the vast majority of the people I have had to let go, have left on good terms. The only ones that didn’t are ones that I should have let go sooner and didn’t.

I don’t want to use any of my do’s for this, but it has to be said. Follow due process and make sure everything is documented!  You’ve got to protect yourself!

DO: Say it quickly. In fact, try making it the first or second sentence so you don’t leave room for confusion or arguments. “Team member, I want to thank you for the time and effort that you have put in here, but I want you to know that today is going to be your last day.”

DO: Clearly explain the process. Is there a severance?  Do you have their last check?  What will happen next?  Lay it out so there is no confusion.

DO: Tell them the positive you see in them and wish them luck in finding a position that utilizes their talents.  Truthfully those words won’t sink in right away. For some people they’ll never sink in. But others will appreciate them when the initial wave of emotion passes.

Don’t: Leave their accounts active in email, data base, or social media. Some people will use that for revenge. Others will post a heart felt goodbye that causes distraction and distress in other team members. It’s better just to make a clean break.

Don’t: Use this as a platform to talk about their mistakes or shortcomings. Most firings will have been preceded by performance reviews and requests for improvement. They already know where they are falling short. Bringing it up now feels more like rubbing salt into an open wound.

Don’t: Say anything to make them feel better if it isn’t true. Don’t say you will give them a great reference if you won’t. Don’t say they are welcome to reapply at a later date if you really don’t want them too. Don’t say that you fought for them, but that the powers that be just didn’t feel they were going to work out unless you really went to battle for them.  There really isn’t much other than time and finding a position that is a better fit that will make them feel better. So flattering attempts aren’t going to help.

Bottom line, no one likes to fire other people. But it does not have to be a long, drawn out, emotional ordeal!  There is a way to fire well. And while I hope you’ll never need this information. Experience tells me you will!  For more Details:  http://amywalkerconsulting.com/