How to Fire Employees and Save Your Business
No matter how compassionate you are with your employees, a time may come when you have to pull the trigger and fire some of them. There are different reasons to terminate employees. The common issue is very poor performance. If you are operating at a loss, however, you have no choice but to fire some of your employees, even if they are meeting your expectations. The Change Revolutions explains that although firing is very tough, it might be necessary. Here are some things you need to do before pulling the trigger.
Document Performance
Have a formal system to keep track of employee performance and do not be subjective in your decisions. Your report should include previous memos or warnings received and all violations committed by the employee. Be careful about involving other employees, questioning them, as it may cause fear and tension in you workplace. Follow a chain of command, if you are not the immediate supervisor/ manager of the person who might be fired.
Forgive but Don’t Forget
If a particular employee is exceeding the memo quota, talk to that employee and explain the possible consequences if the sloppy performance continues. In some situations, an employee might be experiencing major personal setbacks or tragedies, so it is better to understand the whole picture and be lenient if possible.
Ready, Aim, Fire!
If there are no other compelling reasons for keeping an underperforming employee, it’s time to end your professional relationship. Asking for a resignation is often a more graceful way for both parties, and does not show up on the employee’s record. This is important if they intend to be hired again elsewhere. If a resignation is not forthcoming, be sure that you follow the specifics of local labor laws when firing. Some US states have none, and you can fire an employee without reason.
