Provided by George S. May International Company 

 HUMAN RESOURCES GUIDELINES

Home > Terminating Employees

"You're fired." Unless you are Donald Trump in an episode of "The Apprentice" TV program, uttering those words takes careful preparation.

Terminating a person can be as difficult on the person doing the firing as on the employee being terminated. Planning makes the situation less traumatic for you, the terminated individual and the remaining employees.

This subject may seem like an odd item to have in a Newsletter section entitled "People Connection." However, the way a business owner or manager handles a termination has significant impact not only on the dismissed individual, but also on the remaining employees.

Managing a termination with dignity and respect helps to retain morale among remaining employees and keeps your company's reputation intact. It also can make the difference in whether or not a fired employee brings legal action against you and your company.

Keep the following suggestions in mind when making the termination decision on an employee:

Take action. Once you've made the decision to terminate an individual, move ahead with the action. Don't prolong the inevitable. Termination is a last-resort measure; delaying the process only makes it more difficult for everyone involved. As long as you have provided ample written and verbal warnings about work quality or attitude, don't second-guess your decision.

Timing. There are different opinions about the best time to announce a termination to an employee. Friday afternoon or the day before a holiday or vacation is often considered an appropriate time to terminate an employee. However, discharging someone in the morning or early in the week - before people are tired and stressed - may eliminate or reduce emotional outbursts.

Location. Try not to hold the meeting in your office or the employee's office or workstation. If it is in your office, there is the problem of having the employee leave for you to continue working. Doing it at the employee's workstation chances interruptions and lack of privacy. Instead, choose a location where you won't be interrupted and that is out of earshot of other employees.

Have a witness. In addition to the employee's direct supervisor, you may want to invite a neutral third-party who can intervene if you expect trouble.

Prepare. Prepare a clear and concise statement and have a checklist so you don't forget any important points. Bring phone numbers for medical or security emergencies.

Time limit. Allow about 10 to 15 minutes to announce your decision and let the employee have his or her say.

Severance package. Be prepared to cover your company's policy for unused vacation pay, separation pay and continuation of health benefits. Many managers like to present an employee with a final paycheck so he or she can leave with something positive.

Obtain company property. Request from the employee any company property, such as keys, company credit cards, beepers, cell phones or laptop computers. For your protection, explain that severance pay won't be released until these items are returned.

Employee personal belongings. Offer to let the employee collect personal belongings now, or allow him or her to save face by mailing personal belongings later. Depending upon the level of animosity the dismissal causes, it may be prudent for the employee's supervisor to accompany them to the work area while the person packs.

Don't waver. It's fine to take a caring and gentle attitude to a dismissal, but also be firm. The decision has been made, don't waver and back down. Both you and the employee will regret it later on.

Terminating an employee, when accomplished properly, can provide important support to the dismissed person. In addition, the actions make an important statement to other employees about the way your company values employees.

This information is compiled and provided by George S. May International Company.
Visit the George S. May International Company Web site to learn more about our services.