How To Fire An Employee
Firing someone is one of the toughest tasks a manager faces. The decision is riddled with emotions, both from the employer and the employee. However, if you've found yourself in a position where termination is on the table, there is a structured way to approach it, making the process as humane and clear as possible.
Making the Decision: 6 Crucial Questions
Before diving into the emotional and termination phases, it's essential to ensure you've covered the basics. Ask yourself the following six questions:
Have you set clear expectations for them?
Are these expectations clear enough for them to understand?
Have you demonstrated empathy towards them?
Do they understand how to fix the problem?
Are they aware that repeated mistakes could lead to termination?
If you were in their position, would you still choose to fire them?
If your answer is yes to all these questions, you are in a position where it's safe to consider termination.
Emotional Firing: Preparing the Ground
But first, let's talk about emotional firing! What does that mean? It's not about actually firing someone. What we're trying to do is make the employee feel the emotions of being fired. We want them to understand what it's like without actually losing their job. This helps them see how serious the situation is.
Now, imagine you said yes to the six questions earlier. You've set clear expectations for the employee and made sure they are responsible for their actions.
Show Dignity: “Because I respect and care for you, I’m going to be direct. It’s time for you to make a hard decision. You need to decide if you want to keep trying or move on.”
Option 1: Fight: “If you want to keep trying, we’ll need to do a formal performance plan. It is extremely difficult – there is zero wiggle room on expectations We’ve been working at this for a while and I’m not sure you can do it”.
Option 2: Surrender: “If you decide to move on, we can offer you a $_____ severance. To receive severance, you will need to sign a separation agreement. “
Check for Understanding: “I know this is emotional, can you tell me what you heard?”
Closing: “Please leave early today to think about your options. I’ll reach out to you tomorrow. I’d like to hear how you’d like to move forward.”
Emotional Firing Conversation Example:
"Hey there, do you have a couple of minutes to talk?"
"This is going to be a difficult and likely emotional conversation."
"Your job could be on the line today."
"We need to talk about what we need to see change from you."
"We have been discussing what I expect from you."
{Reference prior conversations regarding expectations}
"You have two options:"
"One, we can put you on a strict performance management plan. This will outline clear expectations and we will expect you to meet them without any wiggle room. This will be difficult to do."
"Two, you can choose to leave today. We will offer you a severance of $____ if you decide to leave."
"I want you to go home to give you some time to think about this. Let’s chat again ______________."
Termination: Navigating the Final Steps
Now, imagine you've had the emotional firing conversation with someone, but they didn't meet your very clear expectations. What do you do next? This is the point where you have to decide to actually let them go.
Tone: “This is going to be a potentially emotional discussion.”
Progress: “As you know, a PIP has zero wiggle room on expectations. Unfortunately, you did not meet those expectations. Sadly, I’m not sitting on the other side of the table.”
Decision: “The decision has been made that today will be your last day.”
Severance: “We will offer you $_____ in severance if you sign a separation agreement.”
Check for Understanding: “I know this is emotional, do you understand what’s happening right now?”
Closing: “I wish you the best (shake hands).”
Using this structured approach to employee termination can help navigate the difficult decision-making process with empathy and professionalism. Remember always to consult with your employment attorney for professional advice tailored to your specific situation.
Termination Conversation Example:
“We need to have a tough conversation today.”
As we talked about before, our performance plan regarding your attitude and gossip has no room for error. You did not meet those expectations.
“The decision has been made that today is your last day.”
“We are offering you a $_____ in severance if you sign a separation agreement.”
I know this is tough to hear, do you understand what is happening?”
“I wish you the best of luck.”
