9 Dos & Don'ts for Firing an Employee.

If you must let someone go, be quick, be kind, and be careful. Below I explain how to let employees go with dignity & keep morale high at the office. If you’re an employer, you’ve likely had to fire people. It’s never easy and the process can be fraught with hazards. Keep in mind the nine tips below for firing an employee.

It is very important to understand too, there are 4 general types of problem employee who might cause trouble if they are fired. If you have one of these employees, you might already have a problem. However, there’s no profile of someone most likely to commit violence-anyone is capable of it.

1. The Workplace Bully has a history of intimidation. He gets away with bad behavior because no one wants to confront him or make him mad. 
2. The Disgruntled Employee believes he has been treated unfairly and can’t let go of feeling abused by the organization. He is withdrawn, goes to work in a daze, is unhappy and blames the system for his problems. When he is fired, he might take that opportunity to get back at the company.
3. The Overly Attached Employee is “the one who won’t go away,” This person’s identity is dependent on his job. He doesn’t have many friends or family. Work is his social life, his recreation, his sense of self. If he is fired, he’ll feel betrayed, rejected and angry.
4. The Nothing Left to Lose Employee is usually in emotional distress because of recent, critical losses in his life. He might be divorced or widowed, have a limited support system, even seem suicidal. 

9 Dos & Don'ts for Firing an Employee.

1. Do: Consider the need to terminate an employee carefully. 

If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary.

2. Don’t: Assign the task to someone who doesn’t directly supervise the employee.

Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well.

3. Do: Have clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment.

4. Don’t: Fire an employee on the spot.

Unless the employee’s behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go.

5. Do: Show respect for the employee.

Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless there’s a contract that specifies otherwise. Make sure you are aware of their transportation situation. Don’t fire them in the morning if they are counting on a company carpool to get home at the end of the day.

6. Don’t: Fire or lay off people on Friday or just before a holiday.

Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job.

7. Do: Have someone else present.

If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.

8. Don’t: Allow the meeting to become an argument over whether the firing decision was fair or correct.

Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final.

9. Do: Carefully follow your company’s termination policies and procedures to the letter.

Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit.

Bonus Tip: Hiring a PEO to help streamline your companies HR, payroll, and benefits will provide your company experts and professionals in areas including Human Resources. These HR experts can handle the firing of employees, and will do it the right way, which will reduce or eliminate any kind of risk or liability to you, your company, or employees.

Please call me, Steve Khoury, at 713-492-8009, or email me [email protected] with your thoughts, or questions, or if you want help finding a good PEO for your company.