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Provisional Blog

How to Deal When You Have to Fire Someone

August 1st, 2017

As one of the leading staffing services firms in Spokane, Washington, Provisional knows that firing an employee is not an enviable task. Even if they have poor performance and don’t make any effort to change, it can still be awkward and uncomfortable. You may even have feelings of guilt afterward. However, if someone isn’t contributing – and is actually harming team morale and productivity – it’s time to cut the cord. Here’s how to do it:

Document the situation.

Before you make a move, make sure you document everything. This includes the performance improvement plan, warnings that were given and when, and any emails between you and the employee. Even if you had past meetings face-to-face, it’s important to document when they happened and what was communicated.

Create a plan.

Once the decision has been made to terminate an employee, it’s important to have a plan in place beforehand. For instance, you need to make a list of all the company property they have access to and make sure their passwords are de-activated and security badge turned in. Likewise, you want to ensure you have an employee or multiple employees in place to handle the increased workload until a replacement is found.

Act quickly.

Firing someone is uncomfortable. But don’t put it off because you don’t want to deal with it, or in the hopes that their performance will turn around. The longer you wait, the more time the person will have to continue dragging the whole team down.

Get to the point.

When it comes time to terminate an employee, don’t sit around, making small talk. Instead, get right to the point and be straightforward. Let them know you’ve got some bad news for them and then tell them they’re being let go. Be clear about the reason and avoid making any justifications about the situation.

Go over the essentials.

Once the news has been delivered, your employee is likely in shock. But it’s still important that you go over the essentials – including final pay and termination of benefits, unemployment, unused vacation time and how co-workers will be told about the situation.

Be respectful and gracious.

While you should aim to keep the emotion out of the equation, it’s important to be gracious and respectful during the process. Even if the termination stems from poor performance they weren’t willing to correct, it’s still a devastating experience for the employee. Be sensitive and keep that in mind during the conversation.

If you need more advice on staffing and recruiting for your team, contact the experts at Provisional.

As one of the leading staffing services firms in Spokane, Washington, we can help you quickly source, screen, and hire temporary talent for a variety of positions. Just give us a call today to learn more.

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