In my last post I wrote about what to do if you are fired. So today, I want to turn the tables.
If you own a small business, or work in management, at some point you will most likely have to fire someone. I have been in this position many times. Many people find this uncomfortable task so daunting, they completely botch it, hurting the person losing their job, and losing respect in the process.
Here are several ways to accomplish this unenviable task correctly:
1) Do it first thing in the morning. Few things will make the fired employee feel more uncomfortable than sensing something is in the air by your body language, or worse, they overhear it from someone else. You don’t want them to force a confrontation before you are prepared, so be prepared, and call them into your office or a conference room.
2) Have someone in the room with you. If you have an HR department, a representative should be there. If not, pick a superior of the same sex as the soon-to-be-fired employee. This can help to avoid any confusion, misunderstandings, and potential accusations.
3) NO small talk first. When they enter the room, ask them to close the door and have a seat. Look them directly in the eye and gently say, “This is going to be a difficult conversation for you”. Anything else is to make YOU feel better, not them. Don’t fool yourself. This person’s life is about to change, and you are still going to lunch later with your friends. Even if you are curious about their family or weekend plans, don’t prolong this. Yank the band-aid off.
4) Get straight to the point, and be firm. “We have decided to let you go.” Don’t equivocate. If there are reasons, give them, but don’t get into a debate or negotiations. If this decision has been made, it’s been made. If not, this conversation shouldn’t be happening.
5) Be compassionate (for real). After they hear the news, whether they react with dignity or wailing, they are not going to care how you feel about it. Remember, this is not about you. Have tissues handy, and it’s okay to tell them you are sorry, but the most compassionate thing you can do is give them clear direction on the next steps: The day that will be their last in the office. The severance package that has been prepared for them. Will you be writing a letter of referral, or not? They need this information to take home to their family for planning and discussion. Have it ready.
6) Give them time. If they have become upset, give them time to cool down and get themselves together before standing to leave the room. Stay with them, and resist the need to keep talking. Then, give them the rest of the day off (with pay). Their head is going to be spinning, and they won’t be productive the rest of the day anyway.
The bottom line is to treat them the way you would want to be treated. I’ll say it again – this is not about you. If you help them keep their dignity and treat them with respect, you have a greater possibility to salvage the relationship in the future. And you never know – they could be YOUR boss someday.
What have been some of your experiences with having to fire an employee?
