| The Right Way To Let An Employee Go |
By Kathleen O'Connor, O'Connor Success System
There will be times when you have to let an employee go. The
way you handle it determines how smooth the process will be.
Here are some strategies that top managers use:
** If repeated warnings don't work, offer a "Career Decision Day"
as a last resort.
On a Friday, tell the employee to take Monday off with pay as a
Career Decision Day. Ask him/her to be prepared on Tuesday
morning to make one of two choices:
1. to improve in all areas where he/she is lacking; or
2. to accept termination with appropriate severance pay.
If the employee opts for improvement, set very specific goals
with deadlines in writing which you both sign and date.
** If the employee is surprised, you haven't done your job.
No one should ever be shocked when they're let go. As a manager,
it's your job to offer feedback to your staff. By the time you're
forced to fire someone, all other options should have been explored.
** Don't be surprised if you feel angry.
Often managers wait too long before firing someone, letting anger
and frustration build up. These emotions are likely to surface if the
employee starts to question your decision. Be ready for this and
remain professional. Present your facts and documentation and
don't argue with the employee.
** Make thorough preparations before firing an employee.
By documenting a new hire's performance from the beginning, you
have wisely provided a foundation for the worst-case scenario
(firing) should it materialize. Don't look for negatives, but don't
bury them or try to ignore them either.
** Don't mix the good with the bad.
Many managers make the mistake of being too nice when letting
someone go. They feel guilty, so they try to sugarcoat it: "Well, John,
you really did some good things here, but unfortunately your chronic
inability to stay organized overshadows all the positives." That will
send a mixed message and may confuse someone. When firing, focus
on the poor performance issues.
** Don't talk to others about the situation.
Firing someone is a traumatic experience and the temptation is to want
to talk about it with others. Don't. Don't look for support; don't try to
rationalize it to others. Talking about it is not only unprofessional, but
it could pave the way for a libel lawsuit against your company.
Kathleen O'Connor is the owner of the O'Connor Success System which
provides professional growth programs for managers and entrepreneurs.
To access our free resources, visit our website at
http://www.OconnorSuccessSystem.com You can sign up there for your
free 4-part mini-course on communication skills and a free subscription
to our monthly e-zine, The Edge.
O'Connor Success System
511 Avenue of the Americas, #276
New York NY 10011-8436
Phone: (212) 924-9339
Fax: (212) 924-3222
E-mail: media@OconnorSuccessSystem.com
www.OconnorSuccessSystem.com
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