The first thing you should know is, you’re one of the lucky ones! Any boss who has had to fire an employee will tell you that it isn’t a positive experience. However, it’s a necessary evil that must be done if you’re going to put your company first and treat your team with the respect they deserve. You can’t continue to employ a person who doesn’t pull their weight as it brings the business’ standards down.
Still, firing someone is a tricky balancing act that you must get right to avoid future complications. With that in mind, here are four things you should understand beforehand.
It’s Not Always Necessary
You should consider whether firing is the only option on the table. It depends on your reasoning. For instance, you don’t have much choice if a worker has been violent or has revealed secrets to a competitor. However, if the person’s work isn’t up to scratch, you might consider positioning them somewhere else within the company structure. A change of scenery will often provide them with a boost, especially if the new role suits their strengths and weaknesses. SMEs usually have scope for job mobility, so it’s an alternative if there are positions available.
Don’t Do It Emotionally
When someone makes a grave error in judgment, you want to punish them right away. But, it’s important to note that certain workers are protected due to their backgrounds. If they are minorities, it’s essential to prove you terminated their contract due to their performance. Otherwise, it might appear that they have been unfairly treated, something that is illegal, and a lawsuit will follow. By taking your time and collecting the evidence you require to highlight your decision, you can rest easy knowing you did everything by the book and didn’t bring your emotions into play.
Plan An Exit Interview
An exit interview offers a wide range of advantages for employers. Firstly, it’s another way to protect yourself from a lawsuit as employers who are fired or file for resignation can bring a suit. If the state agrees with them, you have to pay it. You can learn more here. Thankfully, organizing and executing an exit interview is an excellent way to codify the process, and when you have things written down and signed, they are helpful in court. On a less cynical note, it’s also a good time to ask for feedback as fired workers will happily tell you what they think before leaving.
Have Answers To Their Questions
Firing somebody isn’t a one-way street. Once an employee spots the signs, they’ll start to push back and ask questions. You need to be prepared to answer them to limit the damage and ensure the situation doesn’t escalate. Typical examples include:
- When can they collect their property?
- When will their last paycheck go through?
- Why have they been fired?
Having the answers to these queries will prevent you from ad-libbing on the fly and making the situation worse.
Firing an employee isn’t nice, yet it’s essential to protect your business.