The Best Way to Fire an Employee: If you’ve ever had to fire someone, you know how difficult it is. However, without weeding out unproductive employees or making necessary cuts, we can’t grow our business. Knowing how to fire an employee gracefully is the key to keeping the ship sailing smoothly.
8 Best Way to Fire an Employee
1. Give Prior Notice
Before you fire an employee, give them a warning that they are not performing well. If you are firing an employee because of a serious policy violation, that’s a different story. But if their performance is poor, do a performance review before firing them.
Always give the employee every chance to improve first, and reserve firing as your option of last resort. Before firing, make sure that you have documented the employee’s performance “in writing” as part of your official performance review process.
If the employee still doesn’t improve after you give them a fair warning or if they break a policy, don’t wait to fire the employee. You don’t want them to single-handedly sink your business because they are wasting your time, resources, and money.
2. Be Clear When You Fire
If you must fire an employee, do so gracefully. When you meet with an employee to tell them they are being fired, you need to tell them as soon as the meeting starts.
If you were getting fired, you wouldn’t want to talk about the weather or last night’s football game before hearing the news. Answer questions relating to the employee’s last paycheck, collecting unemployment benefits, and health insurance.
3. Take care not to discriminate
Be sure that you’re not discriminating against someone with a protected characteristic, such as age, religion, sexual orientation, disability, etc.
If someone’s performance is suffering because of a disability, you’ll need to first make reasonable adjustments to help improve their performance. Remember, mental health problems such as depression and anxiety can amount to a disability.
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How to Dismiss Someone on Probation
You should make the most of an employee’s probation period to determine whether they are the right fit for the role and business.
Set clear expectations from the outset and monitor performance against these. Communicate regularly to help you to identify any issues sooner rather than later.
If you do notice issues in their performance or behavior, raise this with them informally, giving them an opportunity to improve.
Read Also: How to write and format business letters.
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