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FIRING AN EMPLOYEE THE RIGHT WAY

By Matthew King | Management and Operations

May 15

This is one of the inevitable things that a business owner or marketing manager must do at some point. Firing an employee could be the right decision for a business to avoid a setback. The productivity of any business is tied to the productivity of the workers, both in character and in the discharge of duties.

Irrespective of the fact that in some cases it is the right decision to make, business owners will certainly agree that firing an employee can be a terrible experience. Knowing how to fire an employee without causing a stir, is essential to the smooth running of your business, as well as to ensuring that other employees are not unsettled.

Taking note of the following could make the whole process less frightening.

Have a plan

You don’t just wake up one day and decide to fire an employee. You should be sure your workers can function without him in the picture. Or better still, have a replacement already lined up.

Avoid humiliating the employee

Always be conscious of avoiding acts that could be humiliating to the employee. If possible, call the employee to somewhere private and fire him/her. Firing an employee in front of everyone could drain the morale out of other employees.

Severance package

If the circumstances around the termination could be contested, offering several weeks or months pay in exchange for signing a separation agreement can be a good way to protect your organization from a damaging legal battle.

Go straight to the point

There is never any need beating around the bush. You must have planned what you want to say and how you want to say it. Just get to it immediately, and avoid torturing the employee.

Do some documentation

Employees don’t change overnight, it is usually a gradual process. Often an employee begins showing signs of a problem well before the employer is ready to dismiss that employee. Make a note of dates, times and actions that are relevant to that employee’s eventual dismissal, once you start observing the employee. Issue written warnings and formal performance reviews that require the employee to sign and date them. This can serve as proof that the employer offered the worker the chance to turn things around.

Show compassion

To you, firing could be very tough, but the employee being fired, it is usually a terrible feeling. Therefore, it would be good if you show some sympathy. Offer to provide a reference for the employee if he/she is a nice person with some excellent qualities, and talents.

Go legal

You can terminate employments if the employee did not sign a contract. If your employee has a contract with your business, you cannot fire them for reasons not listed in the contract.

The contract should state reasons you can end a worker’s employment at your business. If they don’t violate the listed reasons, don’t break the contract. You shouldn’t as well fire an employee as an act of discrimination. Also, you can’t fire an employee for taking medical leave. You might want to consult a lawyer before you fire an employee.

FIRING AN EMPLOYEE

FIRING AN EMPLOYEE

 

 

 

About the Author

Matthew King is the owner of the Startup Forums, Alkries LLC, and co-owner at TR King Insurance Marketing. Partner at Independent Life Insurance Agent Association, Medicare Training 101, and Final Expense 101. When he's not creating content about running successful businesses here. He's most likely developing processes, diving into SEO, or gaming with his friends and wife.

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