How to Fire an Employee for the First Time
At some point as a business owner, you will likely have to let someone go. This is rarely an easy task, as you probably feel a personal bond with the employee as well as a professional one. But ending the relationship may be necessary. In order to protect yourself emotionally and legally, it’s important to follow some basic rules of thumb.
1. Review Employment Terms
If the employee is under contract, it may not be as simple as saying goodbye. Check out the terms of the arrangement. You may have to give notice and severance before firing. Even if your staff member is an “at will” employee, you still can’t terminate them because they requested medical leave or for reasons that are discriminatory.
2. Prepare Yourself
The first step is to be comfortable with the decision to fire the employee. It’s likely the thought has been brewing for some time, which means the staff member has been given the opportunity to improve performance. Remind yourself that there is no point in putting off the decision to fire if it is inevitable. Doing so gives the employee the chance to move on to another job that’s a better fit.
3. Don’t Do it Alone
If you have an HR department, you should have an HR representative attend the meeting. Otherwise, a supervisor or member of management should also be present when you let the employee go. This person can act as a witness to the fact that you acted appropriately. Also, don’t fire someone over the phone or by email. Even if you expect the employee to be upset, in general, having a face-to-face meeting — with another person present — can help you mitigate any unexpected reactions. You can also answer any employee questions.
4. Do it Privately
Your employee deserves the dignity of a private firing. The person may also be less likely to react inappropriately if you prevent any situation that will cause embarrassment or shame. In private, you can use direct but courteous language that lets the employee know why they were fired. That way they have the information they need to move on.
After you fire an employee, your relationship with that person will likely change forever. However, it’s important to remember that keeping on an employee who’s a poor fit for a position or team is bad for your business. In the long run, being respectful, honest and direct lets the employee find a job that’s right for them.
Related: How to Give Poor Performing Employees a Second Chance