For a fact, no manager hires an employee only to fire them. Obviously, no one looks forward to firing someone on their team. However, it sometimes becomes an unfortunate reality that many eventually face. However, an employee can get a lawyer in case of unfair dismissal.
You may find it hard putting yourself together to fire an employee because you may not yet have thought about it. Nevertheless, when the need arises, one has to find a way out of each mess. Here are a few tricks to help you manage such moments.
- Take stock of your feelings
How do you feel about firing the employee in question? Checking in with yourself and processing your feelings about everything is important because it will help you separate facts from mixed feelings of some sort. You should take time, sit, relax and then reflect or write down what is going on in your mind. Naturally, it could be a frustrating experience. But once you’re able to get a clear picture of how you feel, you will be able to manage your emotions better when it’s time for some harmless confrontations.
- Plan what you’ll say following procedures
Thinking about firing someone means planning the difficult conversation that’ll ensue. You should practice and get used to different ways of relaying more challenging things until you find the right wording. One perfect way of practising this is to imagine you were on the receiving end of the information; what would you most want to hear? In addition to this, you can let other managers in your network know your situation. They might have some tips or advice. But then, being mindful of the details you share is very important.
- Get your notes in order
It is essential to have something to refer to. As such, reviewing the employee’s performance over some period (like keeping track of your one-on-one meetings or attitude to several projects) would be wise as it would show if they were on a performance improvement plan. Clearly establish an outline of the expectations and responsibilities that your employee did not meet. When writing a termination letter, it should clearly explain all of those facts too.
- Kindness and empathy
No matter a hurt or pissed you get as a leader, kindness is one virtue you shouldn’t lose. Once you’ve decided to cross the bridge, you don’t need to put on a stern face or show frustrations while engaging in conversation during the termination process. Just think of a constructive way to present the matter with all due respect, and be neutral.
- Being upfront and specific
The clarity, in this case, is vital. Do not beat about the bush. Hit the nail on the head–it might be uncomfortable, but be specific. Point out the precise, lawful reason for the termination of the appointment. Do not assume they already know from previous discussions. After that, allow them a few moments to think about it and answer any questions they may have.
- Allow employee space to speak
Now you’re ready to let go of your employee after failed goal setting, coaching, or other performance development tactics. Since the employee wasn’t a good fit for you and your business, you have solid reasons to fire them, but not without hearing from them. Giving a chance to speak can open up the possibility of learning something at the moment. Even as your company’s HR team engage in an exit interview, you can also take advantage of the opportunity to seek honest feedback from the employee.
Conclusion
If an employee seems to be lacking behind after several corrections, letting them go may be the next line of action. However, try to be as communicative as possible, applying respect and company laws.
