How to respectfully fire an employee? - Employees play an important role in the success of your company. Of course, this also means that a bad employee can lead to inefficiencies and other issues.
Dismissal of employees is a difficult fact in running a business. While such a situation is unpleasant for everyone involved. There are right and wrong ways to go about the eviction process. In fact, you have to go through several steps before, during and after firing an employee. In this article, we will get acquainted with the correct steps and method of dismissing an employee.
What to do before firing an employee
Dismissing an employee usually takes more than a day. There are several things you can do to protect your business. And provide proper feedback before effectively firing an employee. Some of these steps may even help you improve employee performance and save you from breaking up.
Distribution of employee manuals
Long before you want to fire someone, you need to make sure that each of your employees receives an employee handbook. The manual is an official document that makes the following details very clear to employees:
- Company philosophy
- Conditions of employment
- Company policies and procedures
- salary and benefits
An employee handbook plays an important role for your business. This is a great way for newcomers to learn more about the rules, benefits and personality of your business. It also serves as a compliance tool to ensure that employees know and understand domestic policies and areas of dismissal. Having these rules (along with documents showing that employees have received the manual) will help protect your business if a fired employee tries to sue you.
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Review past performance and provide feedback
Before you decide to fire an employee, look at the past to see what kind of feedback he or she has received in past reviews. If an employee has only received good feedback. And received a pay rise that is consistent with exemplary performance. Then the dismissal will be a big shock to him.
Employee performance monitoring not only gives you a chance to set goals and expectations for the employee. But it can also help protect you from vain claims. If you share feedback that indicates the employee needs improvement. If there is no negative review in his history. It is better to wait so that you can give honest feedback. In this way, the employee may use the review as an opportunity to improve. If he does not, you have evidence that both you and your employee were aware of the continued poor performance. So that you could support your decision to fire him.
Document violations and issue formal warnings
Having evidence of any warnings or violations is important to any employee you decide to fire, such as a performance review. When it is determined that the employee’s performance does not meet the standards, invite him to a private space and give him a formal warning.
It is important to make sure that this warning is also sent in writing. While explaining why you are unhappy with the employee’s performance. There should also be a printed document that he or she signs. So that you can put it in that person’s personal file.
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You can also use a performance improvement program that lists the goals set for an employee to achieve a specific time period (30 days, 90 days, etc.). Each of these options identifies exactly why the employee is at risk of losing their job and helps you support your decision as to why you should be fired.
What to do on the day of dismissal
After taking appropriate action to give the employee the opportunity to improve and document the reasons for the dismissal, it is time to act quickly and dismiss the offending member.
Do not wait for the weekend
While in some situations the dismissal process should be quick, if you can plan ahead, some days may be better than others. According to The Balance Careers, it is usually best to try to lay off employees in the middle of the week, preferably on Tuesdays or Wednesdays.
Dismissing a person on Saturday can make the fired employee feel like he or she is wasting time waiting for the new week to start. Dismissal on weekends makes the employee spend his weekend with discomfort. Targeting for the middle of the week can help reduce bad feelings in a difficult situation.
Conclusion
Dismissing an employee is a difficult and sometimes damaging decision for business owners and managers. You can follow the tips above to make sure everything goes well and discomfort is prevented.
