Dimissing an employee is difficult. Such workforce leave the boss or owner only two choices-rehabilitate or extricate. You can mostly sack for the first instance of gross misconduct. Or, it can be indirect, such as failing to follow a procedure as set forth in your worker handbook. The worker separation letter is a key document in this method. This is an incident of misbehavior or bad performance similar to other recent events. This will be true for those who have worked for the department for a long time or who enjoy their position at the firm. o The worker has received many "good" job reviews. Your standard package is what you normally give workforce when you separate them. The ex-worker will be as mad as a hornet for not getting a reason for her lay off. You must do this before sitting down with the jobholder. To be successful in managing difficult employees, the supervisor should try to understand the dynamics working on the worker at the time.

o There weren't any mitigating causes for the bad behavior. o A dismissal package softens the blow of the dismissal and lowers employee's anger. This will give you peace of mind when dealing with this bad employee. You meet with the jobholder in your office and inform him "It's just not working out." You want him to leave voluntarily.