Tips for Firing An Employee

For a business supervisor, firing an employee is an inevitable experience. A termination is never a happy situation, and the way you handle it can have long-reaching implications for your company and your professional reputation. With a respectful attitude and a careful plan, it is possible to let go of an employee without burning bridges.

Lay the Groundwork

For legal and professional reasons, a termination should never come out of the blue. Before firing an employee, take time to lay the groundwork. Meet with the employee to discuss his behavior, and work out a plan to address the problems and allow improvement. Provide ongoing warnings and feedback, and document each session to create a paper trail. If the situation does not improve, meet with your HR and legal teams to learn about company policies, severance packages and applicable state laws.

For older employees, ensure that your actions do not violate age discrimination laws. When you understand all of the factors involved, it's easier to create a plan that does not open your company up to lawsuits; a controlled approach also helps remove emotion from the equation, so you can avoid making rash or dangerous decisions.

Prepare Logistics

The logistics of firing an employee are complicated. Before you schedule the termination meeting, consider all of the factors involved. Who will take over the excess work? When can the employee pick up his belongings? Who should contact the employee's clients?

Work out a severance package, if appropriate, or speak to the accounting department about the individual's last paycheck. Ask HR about benefits, and decide whether you can provide a letter of recommendation. With all of the details in order, you can immediately answer each of the employee's questions.

Be Honest but Objective

Like a breakup, a termination is most effective when it is resolute and honest. Don't waste time with platitudes — let the employee know from the start that you have bad news, and then state that the company has terminated his employment. Offer a brief explanation that focuses on the facts and lays out the factors behind the termination. Invite the employee to ask questions, but don't get drawn into an argument.

As a business supervisor, it is essential that you remain professional and objective. If possible, ask another person to be in the room to act as a witness and ensure that the situation does not get out of hand.

Preserve the Employee's Dignity

Even an expected termination is an embarrassing experience. No matter how you feel about firing an employee, it is important to help him make a dignified exit. Choose a private space for the meeting; if possible, find a place that enables him to leave without encountering other workers. After you finish, give him time to ask questions, and then leave him alone to process the situation. These small steps demonstrate respect for the employee and help preserve your professional relationship.

No matter the circumstances, firing an employee is never pleasant. By creating a transparent process and putting your emotions aside, you can manage the situation and minimize pain for everyone involved.

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