Firing an employee is one of the more unpleasant realities of running a business. Sometimes employees aren't doing their jobs. Other times you can't afford to keep them anymore. You may even stumble across an employee or two performing illegal acts, such as embezzlement or drug abuse. Sometimes things just don't work out. Terminating employment is an emotional task, but there are ways to make it easier on both you and your employee.
Before you call a termination meeting, there's some prep work that needs to take place. In order to avoid any misunderstandings or angry outbursts, carefully plan the details of the termination. Pull together any and all documentation that supports your argument. This could include performance evaluations, time sheets showing tardiness or absenteeism, or written warnings. If you see an employee performing poorly, you can also provide clear, written instructions as to how the employee can improve his or her work. If he or she fails to do so, then you have that documentation to back you up as well.
The reasoning behind all of the documentation is two-fold. First, it will give you something tangible to show the employee should he or she become argumentative and assert that you have no grounds for termination. Second, there is always the potential for litigation. You don't want to open yourself up to a wrongful termination lawsuit without any kind of defense.
Before the meeting you're also going to want to establish the terms of your severance package if you choose to provide one. These can include a sum of money related to the length of employment, payment for unused vacation days and some form of continuation of health benefits, or any combination thereof. You can make the receipt of these benefits contingent upon whether or not the employee decides to sue.
When you do call the meeting, try to get to the point quickly. Briefly explain to the employee that he or she is being fired and then provide the main reasons why. Show your employee the documentation you've compiled to support your decision and give the employee a check for any money that he or she is entitled to. Let the employee express his or her feelings, but limit the discussions and explanations, and don't debate back and forth. Also, don't apologize, there?s no need.
If you're offering severance, give the details and then end the meeting. Before the employee leaves, however, collect items such as keys and ID cards. Make sure you know the employees computer passwords and access codes. If possible, try to afford the employee a dignified exit. Give him or her the option to leave immediately or at the end of the day. If the employee seems to be losing control, however, ask him or her to vacate the building immediately, and be prepared to call for backup if violence ensues.
Once the employee has left, start reassigning his or her work right away and start working on filling the new job opening. Don't allow the termination to linger. Get it over and done with and then move on.
