As a business owner, manager, or supervisor, there are times when we have to do one of the most unpleasant duties of the job: terminating an employee. When poor performing employees who can’t or won’t improve, it affects a company’s bottom line and may require termination. Firing an employee is a stressful situation for everyone involved. It’s not an easy thing to do or to experience. It can be a little more comfortable for everyone with proper preparation and with the following best practices for termination.
Termination Shouldn’t be a Surprise
Termination is not something that should come as a surprise to the employee. It should only happen after coaching and feedback and clear and open communication. A poor performing employee should know what the expectations are for the position and be given time and resources to make improvement happen. If it the employee ultimately doesn't make the required changes, then use these best practices for termination.
Conduct the Termination in Person
Take care to terminate employees in person and in private out of respect and courtesy. Using email, instant messaging, voice mail, or phone is just too impersonal.
Have a Witness at the Termination
It’s unwise to be alone with an employee during a termination. Including another company representative helps diffuse any tension and emotion and keep the termination procedures on track. A human resources representative or another manager or supervisor is the best choices to witness terminations.
Keep the Termination Procedure Short
Avoid any drawn-out discussion at termination and keep it short to minimize tension and stress. Performance issues should already be understood and documented unless the termination is for an unexpected egregious incident. Extended explanations are not necessary at this point.
Collect Company Property at Termination
Prepare a list of company property to bring to the termination. Collect all company property before the employee leaves, including any keys, employee access identification, company-issued equipment like smart phone and laptop, and company car.
Accompany the Employee Out After Termination
At the end of the termination, accompany the employee to the workspace to collect any personal possessions unless he or she is visibly upset or crying. If that’s the case, discreetly send another employee or supervisor to get the items. Then walk with the employee out of the building to his or her car. Don’t allow the terminated employee to walk unescorted through the workplace to talk to other employees or access company files or equipment.
Terminating an employee is never fun but being prepared and following the above best practices can help make it a less stressful experience for all parties involved.
To learn more about employee terminations and human resource management, please contact us at [email protected] or call 1-844 MY ACCTG. Simplicity Consulting is a professional accounting and administrative services firm run by a talented team of professionals. With a combined experience level of over 40 years, we provide high-quality, innovative services to small and medium sized businesses.
Termination is not something that should come as a surprise to the employee. It should only happen after coaching and feedback and clear and open communication. A poor performing employee should know what the expectations are for the position and be given time and resources to make improvement happen. If it the employee ultimately doesn't make the required changes, then use these best practices for termination.
Conduct the Termination in Person
Take care to terminate employees in person and in private out of respect and courtesy. Using email, instant messaging, voice mail, or phone is just too impersonal.
Have a Witness at the Termination
It’s unwise to be alone with an employee during a termination. Including another company representative helps diffuse any tension and emotion and keep the termination procedures on track. A human resources representative or another manager or supervisor is the best choices to witness terminations.
Keep the Termination Procedure Short
Avoid any drawn-out discussion at termination and keep it short to minimize tension and stress. Performance issues should already be understood and documented unless the termination is for an unexpected egregious incident. Extended explanations are not necessary at this point.
Collect Company Property at Termination
Prepare a list of company property to bring to the termination. Collect all company property before the employee leaves, including any keys, employee access identification, company-issued equipment like smart phone and laptop, and company car.
Accompany the Employee Out After Termination
At the end of the termination, accompany the employee to the workspace to collect any personal possessions unless he or she is visibly upset or crying. If that’s the case, discreetly send another employee or supervisor to get the items. Then walk with the employee out of the building to his or her car. Don’t allow the terminated employee to walk unescorted through the workplace to talk to other employees or access company files or equipment.
Terminating an employee is never fun but being prepared and following the above best practices can help make it a less stressful experience for all parties involved.
To learn more about employee terminations and human resource management, please contact us at [email protected] or call 1-844 MY ACCTG. Simplicity Consulting is a professional accounting and administrative services firm run by a talented team of professionals. With a combined experience level of over 40 years, we provide high-quality, innovative services to small and medium sized businesses.
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