How To Fire An Employee And What Not To Forget
Practical advice on how to prepare for redundancy and the steps to be taken to take place professionally and without traumatic experiences.
A situation where an employer has to fire an employee is not pleasant for either party. The employee will, of course, feel bad after dismissal, and the unpleasant experience of dismissal may exacerbate the employer’s unpreparedness.
The key piece of advice for who is firing an employee is to be prepared and stay as professional as possible.
We have prepared a procedure of steps to dismiss the employee with dignity from the point of view of the employer
- Prepare the documents for release.
- Think about what will happen after the employee leaves.
- The notice is delivered by the superior, but not by himself.
- Release only in person and in private.
- Be concise and clear when delivering your notice.
- Communicate with the team and other colleagues.
Prepare The Documents For Release
Apart from the situation when you dismiss an employee because you no longer have a place for him due to the economic situation, you do so due to work discipline or insufficient work performance and you have the necessary documents at your disposal. This means that you have warned the employee in advance that you are not satisfied and that the dismissal itself is not so shocking. Whether it is the results of the employee’s annual evaluations or previous admonitions about non-compliance with the agreed rules, have these documents ready so that you can explain your steps simply and clearly to the employee.
If the negative feedback is said using appropriate words, it can help the employee in his further work. There is nothing worse than dismissing an employee due to underperformance a week after you tell him you are happy with everything. In the event of a serious breach of work discipline, collect the documents and statements of witnesses, you will avoid unnecessary discussion.
Think About What Will Happen About The Dismissal Of The Employee And His Departure
Don’t underestimate the effects of laying off an employee. Think in advance about the work aids the employee should hand over, what information or systems he or she has access to. Also prepare all documents that you can hand over to the dismissed employees , starting with the agreement or termination, ending with documents confirming income, etc.
Think about who will take over the work of the redundant employee, whether in the long term or at least temporarily, so that you can inform the team or business partners later. Admit the worst-case scenario and take steps to prevent the dismissed employee from misusing the data to which he or she has access or retrieving important documents or objects from the company.
If you expect problems, have an SBS employee escort the employee to take personal belongings. This will ensure that no unexpected situations arise when returning to the workplace and in contact with colleagues. It may seem unconventional, but such situations happen regardless of the size of the company’s area of operation and it is necessary to prepare for them.
The Notice Is Delivered By The Superior, But Not By Himself
The notice is usually delivered to the employee by his immediate superior. A senior or top representative may be present for support, but the employee should hear the information from his or her supervisor, who worked with him or her on a daily basis.
Ultimately, the employee will always appreciate that his boss looked him in the eye more than anyone else. If you have a human resources department or a lawyer in the company, they should be present. They can provide valuable advice to a superior and support the dismissed employee in the form of factual and supplementary information. It is also advisable to have a witness at a meeting for practical reasons, as it may prove that you acted in accordance with the law and ethical principles in the event that a dismissed employee complains about the unjustified termination of employment.
Also Read: Basic Principles Of Organization Management