How to Limit the Damage When You Fire an Employee

by Evil HR Lady on August 21, 2015

Someone I had to let go recently is making his departure very difficult for everyone. He was fired, not because he was a horrible person, but because he was not getting the job done. He just is not a fit for the environment – and over the years could not improve his performance.

We provided him with two options. Stay and undergo continued evaluation after re-evaluation until he improved, or leave and get a settlement.

He chose the former at first, then opted for the latter and is now saying he was coerced into resigning.

I work for an organization that is very public and visible and the last thing I want to do is get us on the front page of the local paper! Any advice or suggestions that you could share?

To read the answer, click here: How to Limit the Damage When You Fire an Employee

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