Firing: A Tough Jo

A severance package requires careful consideration and when the employer has any intention of replacing the employee, these actions cast a question mark on the employer’s credibility. There often comes a point in the employer-employee relationship, where the relationship of the employer and the employee begins to sour and distances start to become larger. Always get a second opinion on a problematic employee situation – this goes a long way to prevent any termination decisions that are made out of anger or frustration. It is important to remember that you’re only human and it is entirely possible that a frustrating employee may cloud your judgment. Terminating any of your employees is never a pleasant task, your company should always avoid the employment landmines during the termination process. Even if you have a rapport and sympathy attached with the employee to be terminated, keep in mind that in most cases, firing them will make things worse. One should not expect that this type of conversation will be easy, or even necessarily to go well. One should go into this conversation with a positive attitude, but should be prepared for the employee to become disgruntled or defensive, this preparation will help to keep him cool throughout this difficult conversation. If you can keep this process consistent and in line with previously stated guidelines, all parties involved will benefit. The step of the termination process should never be overlooked. You and your business can’t afford to overlook any potentially harmful legal situations. This may seem obvious but, in the heat of the moment, self-control is paramount. A cooling-off period may not change one’s mind, but it will provide time to evaluate the decision and plan the termination. This idea would be better if one doesn't sugar coat or frame the conversation in a way that reflects anything but the truth. A well thought out termination can provide you and the employee with a clean slate moving forward. There are some points which should be considered when firing like determining if there is an ability problem or an attitude problem and the actual reason why an applicant left a former position because employees have a right to know what the consequences of their actions are. Remember that ability problems can be solved but Attitude problems are more difficult to deal with.