How to fire an employee: what to do and what NOT to do

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How to fire an employee: what to do and what NOT to do

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One of the most unpleasant situations that anyone can go through in the workplace, wherever they are, is the moment to dismiss an employee. Know cHow firing an employee can help to decrease the Weight this activity.

For those who are fired, of course, it can be a very traumatic moment, but for the manager it is also not easy.

Find the balance between having respect and empathy for the employee who is being sent away, but without getting carried away by emotions. Being clear and objective, but without appearing cold and indifferent, are some of the greatest challenges.

However, even due to the lack of knowledge, some entrepreneurs slip up at the time of dismissal, which can cause serious problems for the company.

Read too: HR challenges: from talent retention to automation

In this article, we will show you what are the misconceptions that should not be made and tips for chow to fire an employee, properly. Follow.

How to properly dismiss an employee?

Although it varies a lot from case to case, some basic steps can be taken to try to make this experience as unpleasant as possible.

Check out our recommendations!

1. Choose the environment and the ideal time

Again it is important to know thatwhen firing an employee.

Ask to speak to him in private, either in his office or in a more private meeting room. But act naturally, without showing an atmosphere of burial, or making nervous jokes to try to relax.

It is preferable to communicate at the beginning of the week and at the beginning of the working day, so that both the dismissed employee and the team have time to absorb the news.

2. Get straight to the point

Do not curl up to reveal that the purpose of the meeting is to report the resignation.

The employee should not be in doubt if what he is hearing is just another feedback or a justification for disengagement.

In such cases, taking too long to get to the point causes unnecessary distress.

3. Be polite, but objective

Try to maintain a friendly and peaceful atmosphere during the meeting. Explain clearly, objectively, the reasons for dismissal, if possible, resume the points that have already been discussed in the periodic evaluations.

Recognize the positive contributions of the employee that are due, but do not praise it excessively so as not to appear that it is contradicting itself.

Avoid apologizing or show some kind of regret in the decision.

It is necessary to pass security in the resolution, since it is not reversible.

If you need to repeat any information or clarify any point, be patient. If it is a difficult time for you, imagine what it is like for the dismissed employee.

4. Communicate to the team

Rumors about the dismissal of a colleague can create an organizational climate of insecurity among other employees as well.

Another important point in how to dismiss an employee is to act transparently, communicate the reasons for dismissal objectively, but without overexposing the dismissed employee, so as not to give rise to negative rumors.

Firing an employee is not an easy task, but if you are not careful you can make the experience even more traumatic, both for the dismissed and for the company itself.

5. Reflect on the lessons learned

It is possible that an employee's performance failure also reflects leadership or business process failures.

Therefore, it is always productive to seek to learn from these experiences and seek opportunities for improvement to build a successful team.

Read more at: 7 challenges to develop a high performance culture

How to fire an employee: what are the main mistakes?

Now that you know how to fire an employee, it is important to keep in mind, too, what not to do.

Below, we list the 7 main mistakes that should be avoided when dismissing an employee. Look!

1. Do not plan to shutdown

When to fire an employee?

Planning is the best way to prevent the dismissal experience from being even more unpleasant than it is by nature.

You must be sure of the decision, ensure that all steps have been taken in accordance with the instructions for the termination process, established by the Human Resources department, and that all necessary documentation will be at hand when communicating the termination.

Lack of preparation can lead to a ineffective communication. Thus, it will give the impression to the employee that there was no valid reason for your resignation or that the process is not being done transparently.

2. Failure to clarify the real reason for termination

There are different mto fire an employee and you need to be clear about that.

The lack of clarity in communication can generate unnecessary discussions and conflicts, at a time when the nerves will be on edge.

Therefore, it is important that all justifications that decision are very well aligned before perform the termination and communicate to the employee.

Trying to get around the situation so as not to appear too negative or praising the employee for “softening” the blow is healthy failed strategies, which only cause greater frustration in the person being disconnected.

Lying then, must be out of the question. The ideal is to communicate objectively and briefly the reason to fire the employee. Perhaps, provide some clarification, if necessary.

However, avoid prolonging the discussion too much, as the decision is final.

3. Do not make periodic assessments

An activity of the company, which can help in the learning of cHow to fire an employee is continuous feedback through periodic performance reviews.

The termination should not come as a complete surprise to the employee. Periodic assessments should be made to communicate the points to be improved, so that the person has the opportunity to correct possible flaws.

Only after reporting performance issues and having been given a chance to improve, dismissal is recommended.

4. Delegate communication to another leader

Ideally, the shutdown should be done by the direct supervisor, the same person responsible for periodic evaluations.

Delegating to HR or any other leader can give the impression that there was no consensus in the decision. This harms, to a great extent, the clarity of the communication.

5. Not knowing how to explain to the dismissed the next steps or what are the labor rights

First of all, it is worth checking with HR to clarify any doubts about the termination step by step.

In addition to being part of the manager's responsibilities to pass on all the necessary information to the employee who is being dismissed, it is not advisable to create animosity in this very delicate moment.

Ensure that the dismissed employee will be treated with respect and without neglect until the end of the dismissal process.

6. Do not perform the shutdown in particular

The communication must be done in a reserved place. That is, away from the eyes and ears of the rest of the team, to avoid embarrassment and unnecessary exposure of the employee.

At most, the presence of an HR person is recommended to serve as a witness and provide clarification on the dismissal procedures.

7. Monitor the dismissed person's departure ostensibly, cutting off access without giving advance notice

At the same time that it is necessary to take certain precautions with the security of the company's data and assets – after all, no matter how much a relationship of trust exists during the hiring period, you never know how a person can react to the news of the dismissal – also it is not appropriate to treat a former employee in a hostile manner.

Blocking employee access to the company's computer or restaurant without prior notice can cause unnecessary embarrassment.

When in doubt, accompany the employee to collect your things or retrieve any personal files from the computer. Only if he shows signs of aggression, involve the security of the place.

And there? Were the tips on how to fire an employee helpful? Again, be careful not to make the mistakes that are so common when it comes to firing an employee.

Remember that, although he has not exceeded his expectations for the job, he needs to receive this difficult news in the best possible way, seeing the dismissal as a opportunity to assess your failures and learn from your mistakes.

Did you like our tips? Also read another article on how to avoid labor lawsuits.

Your company is prepared to chow to dismiss an employee and perform all this procedure safely? Get in touch with HR Consultant UK and find out about our solutions.

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