Firing an Employee: Navigating a Touchy Process the Right Way

Firing an employee is never easy, but making the right termination decisions is critical for the success of your business. When someone is damaging the business rather than helping it, it’s time to let that person go. Here are some key steps to making sure the firing process is done properly, paying proper respect to the employee in question and also making sure your business is compliant with any legal aspects of the decision.

Use Progressive Discipline

In the United States, all states but Montana have at-will employment. This means you can fire someone with no notice. Generally, however, this is not best practice. If the termination is for poor performance or even rude behavior, put the employee on a performance improvement plan (PIP) first. This is a formal document that states the problems and the requirements for success.

When writing a PIP, be specific. Set clear goals, such as “complete the following five reports on time,” as opposed to “turn work in on time.” To use another example, state that you want the employee to “arrive at work by 8 a.m. each morning,” not simply to “be on time.”

To keep reading, click here: Firing an Employee: Navigating a Touchy Process the Right Way

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One thought on “Firing an Employee: Navigating a Touchy Process the Right Way

  1. When it comes to the termination meeting I always have an outline to operate within the “4 C’s”
    Complete &
    delivered with Compassion.

    Miss on any of those 4 and it makes for a much messier separation.

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