Wednesday, July 25, 2012

Start Firing Employees Nicely in 3 Easy Steps

Photo Credit: Get Results For Dentist

A number of human resource books preach that an organization is only as good as its weakest link. And this is entirely true. If an organization is ambitious and has high ideals, it follows that group members should be able to deliver what is expected of them to reach this lofty goal.

Firing employees is never an easy task. Business owners and human resource specialists are often caught in a dilemma trying to respond to the interest of the organization and the employee who would be loosing his or her source of income. The answer to this age old problem is firing people nicely. Here’s how:


  1. Surprises are nice for special occasions – but not this one
Seeing an employee perform poorly may arouse a range of emotions all at once. There are instances that anger may be felt because of the opportunity that’s being wasted. Not only the opportunity to grow and hone one's skills but also on the resources being wasted by the employee being singled out. Being disappointed is also another emotion that may arise. But don’t allow these blinding sentiments get the best of you because it will lead you a poor performance yourself.

At the first sign any of employee’s poor performance, give verbal or written reminders at once. Let him or her know that you are noticing a decline in job performance especially if it becomes consistent. Talking to the concerned party may show that you are concerned. Never fire someone without exhausting all efforts to understand and help the situation unless the employee has done a grave misconduct that needs immediate action.

  1. K.I.S.S. then say goodbye
Taking this tip literally may not be the best idea when letting an employee go due to substandard performance. We are reminding you, however, to Keep It Short and Simple. What you have to K.I.S.S. is the meeting wherein you announce the termination. Keep your points short and direct so as not to prolong the agony. After you have said your piece, you may give the employee a chance to air his or her side for any thoughts on the matter. Once both parties are settled on the agenda, shake hands like good sportsmen do then say your goodbyes and part ways. If possible, leave the fountain of tears and fiery words for the TV series.

  1. Honesty IS always the best policy
Many business owners and human resource professionals miss this point one time or another. Always remember that sugar coating the situation, especially the reason why the employee is not fired will not make the situation better – it will only make it worse. Being honest is very important to be able to send the right message. This will help the axed employee understand his or her shortcomings and hopefully use the insights for personal improvement. Placing the conversation in black and white will also help the company project an image that is firm and committed to attaining excellence.

Firing should never be a daunting task for any business owner or human resource professionals. Keep yourself updated by actively learning breakthrough best practices by reading human resource books and other materials. Silver Creek Press carries a number of HR books that provide excellent guides and insights on the field. 

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