Terminate Employee

An open letter to every employer wanting to terminate an employee

You as a manager have tried every positive method possible to deal with a problem employee. But all efforts have failed and you now must terminate him or her. While many employees think that managers sit behind their desks and dream of firing everyone who works for them, this is rarely the case. Firing an employee is a big headache because of the potential legal problems and workplace disruption it can cause. But if done properly, you can improve the work environment for the remaining employees and increase business productivity.

Suggestions on How to Terminate the Employee

First if you are in a company with a probationary period for new employees then your life is easier. The probationary period gives a manager leeway in firing an employee soon after hiring if he or she cannot perform the job. But, you must prove that you tried to train this individual. In short, you do not have to go through two or three counseling and rehabilitative periods with an employee to terminate him or her.

Second if you have a case of gross misconduct, you can immediately fire a worker. When an employee is violent, caught stealing from the company or threatens the safety of other coworkers, you have a cut-and-dry case for termination. Just get your facts straight and create good solid documentation on why you fired the employee. Here you can fire the worker quickly because you have a responsibility to the well-being of the other employees and the company.

When you fire an employee for other reasons, you need to use progressive discipline. This includes several rounds of meetings with the worker. You must explain the problem and how you expect the employee to fix it. Eventually you will resort to a verbal warning, a written warning and a final termination letter.

Conduct a Termination Meeting

If you have a Human Resources Department, make sure you involve them well before the termination meeting. Have a representative review the letter and make sure you are following proper company procedures. During the meeting, it is a good idea to have this person as a witness. Be direct and honest with the employee in this meeting. Now is not the time talk around the issues. Use your termination letter to help you get through the meeting. Tell the employee what he or she can expect and what they need to do to receive their severance. And always act professionally.

While firing an employee is always difficult, it is a necessary part of any manager's job. Identify the type of termination you are dealing with. Then follow your company procedures to the end and keep your personal emotions at bay. With these basic rules, you will complete this task without a hitch and your workplace productivity will not suffer.

Need more info? Our recommended employee termination approach.