It’s not simple to fire an employee. One of the worst things a manager or employer has to do is this.
Regrettably, there will be occasions in your professional life when you must make the difficult choice to fire someone. Companies won’t flourish if they continue to employ people who don’t produce outcomes out of guilt over terminating them.
The bad news is that, as a corporate leader, you cannot avoid terminating someone. The good news is that you can learn how to let things go properly.
Here is your go-to manual for letting someone go correctly.
Make sure you can fire them legally.
You must first conduct your legal due diligence.
It’s crucial to confirm that you have the legal authority to fire an employee before doing so. Workers have rights as well, therefore you cannot fire someone based only on personal preference.
Spend some time figuring out the best legal choices for termination. For instance, you cannot fire a worker only because another worker allegedly engaged in inappropriate behavior.
It’s also important to look into possible alternatives to firing. Do you have any options other than taking this path?
The less likely it is that problems will occur, the better your communication will be.
Avoid using ambiguous language that makes the employee wonder if they are being fired. As difficult as it may be, inform your employee that their employment is ending by saying something like, “We’re going to have to terminate our contract.”
Even if it might be difficult right now, having to call them back for another meeting and explicitly announce their termination would be much harder.
When firing an employee, you must conduct yourself professionally. This frequently entails planning out your response in advance.
Write notes to keep yourself organized and on course. Why did you let this employee go, exactly? What kind of comments are you able to make? Are there any ways you can assist them in progressing, such as by submitting a recommendation?
It will be easier to keep the meeting brief if you are prepared in advance, which reduces the likelihood that emotions will dominate.
If at all feasible, make an effort to formulate logical solutions to any queries your employee may have.
Finish on a positive note
Though it can be challenging, it’s a good idea to leave the conversation on a positive one. It is obvious that making a joke won’t help. You two can still exit the meeting room with a smile on your faces, despite that.
Gratitude is due to your employee for their time and work. Describe how you wish things could have turned out differently and express your hope for their professional success.
By expressing words like, “I know you’re disappointed,” avoid making assumptions. Also, it’s critical to stand your ground and refuse to retreat if they start to cry. When someone starts crying, saying you’ll “see what you can do” only sets you up for future problems.
Control your feelings.
There will definitely be a lot of emotions during this chat, speaking of which.
You might experience anxiety and unease as well as perhaps remorse over having to say goodbye to someone. Your employee will be anxious, stressed, and upset at the same time. It’s crucial to maintain as much composure as you can in light of this.
Be rational and attentive, and try not to let your employee’s emotions get the better of you because this could result in some poor decisions. For instance, refrain from yelling back if your employee begins to rant and scream at you. You and your brand don’t appear good as a result of this.
Be composed and acknowledge how challenging the circumstance is. After you’re through, take a moment to relax and unwind before continuing with the rest of your day.