“I don’t lay people off at the end of the day because I think it’s rotten to get a whole workday out of someone, then lay them off. I always lay them off in the morning.” HR Professional, NYC.
You are an executive, and as such you must make final decisions. Not always pleasant is the termination of an employee or group of employees – it’s just hard. In fact, there is no pleasant way to terminate. But as an executive you have to keep in mind that your goal is to terminate with the employee’s ego and self worth intact.
It’s important to prepare yourself before you let people go. Look over all the documentation that has led up to this, grab the appraisals that have been created on that employee and let others know that there are additional considerations to take into account here. This includes the warnings that an employee might have had, salary info and correspondence that goes along with the termination.
Once you have notified the person that you want to meet with them they will most likely arrive on time. Bring in a witness, an associate that can watch these proceedings. You would be surprised at the amount of people who have been sued because they never retained a witness to oversee the proceedings. Corporate Attorney, Nasir N. Pasha, of Top Floor Legal, PC states, “Many wrongful termination lawsuits bring up the conversation right before termination, and having an accurate and possibly unbiased account of that exchange can save you from a judgement against your company.”
Explain immediately that the person is being terminated. Tell them firmly why, outline it to them and make sure that they understand the reason why you are firing them. It is important to stress those reasons, making sure to really drive it home.
Also keep in mind that the discussion of the termination should be kept to a minimum; meaning the employee has every right to voice their opinion, but if they decide to force their opinion on you, the best way to resolve it is to end the discussion. Never debate with them. You have the facts there on paper – point it out and leave it at that.
Once it has been done, allow them time to gather their things and leave. Try to contact the maintenance person or administrative professional to provide them with a box or other items that they will need to get their things out of the office or workplace. Never escort them off the premises unless they are a threat.
As an executive in a high level job, never lose your temper. The more hostile and angry you become, the angrier the employee will become – it’s hands down the best way to keep an argument going and have to come to terms with the fact that you need to call the police to get that employee out. Never do it.
These tips are crucial to ensuring that you have created a conducive termination environment. Remember:
- Ensure that they have had the facts laid out to them.
- Offer them the best of luck and a handshake.
- Never argue or debate with the terminated employee.
- If they are a threat, escort them off of the premises immediately.
Remember to time the termination well and be ready. For more on this topic, check out US News article, “How to Fire Someone Compassionately.”