Style My Soul Explores….
“How do you manage yourself when tasked to fire an employee from your company?”
Review Employee’s Performance Records
As a CEO, I have had to make the hard decision to terminate an employee. It is never an easy task, but there are some steps you can take to manage yourself during this process. First, make sure you have all the facts. Review the employee’s performance records and speak with other employees who have worked closely with this person. If it is possible, address their performance and any concerns you have. This will help you better understand their situation and how best to proceed with the firing. Next, make sure you have a plan for after the termination. Be sure to communicate with the employee about their severance package and any other benefits to which they are entitled. Finally, take time to reflect on your decision after the termination has taken place. -- Matthew Ramirez, CEO, Paraphrase Tool
Get Everything in Order Beforehand
Firing an employee is one of the toughest things any boss has to do. But there are times when we just can’t avoid it. It’s like ripping off a band-aid; we want to do it quickly and painlessly. Here’s my tip: be prepared. Don’t go into that meeting half-cocked. Make sure you have all your ducks in a row before you sit down with that employee. You need all the documents, facts, and evidence to support your decision. For example, if I am to let go of an employee because of performance issues, I have all the data to back up my decision. Show them the numbers and explain why they’re not meeting the mark. This not only helps them understand why they’re being let go, but it will also help them identify areas they need to work on in the future. So, by preparing myself and having all the facts, I make the process as smooth as possible for both the employee and me. And who knows? Maybe they’ll take the experience as a learning opportunity and come out even stronger in their next job. -- Maria Harutyunyan, Co-founder, Loopex Digital
Offer Resources to Help Them Transition
When faced with a difficult situation, like firing an employee, it’s crucial to remember that you’re dealing with someone’s livelihood. Even if the termination is necessary and justified, there may be emotional distress and financial hardship. To make the transition manageable, I provide outgoing employees with resources to help them find new employment. This includes outplacement services, references, recommendations, and even job postings. While the employee may not be a good fit for our company, they may be a great asset elsewhere, so providing as much assistance as possible is important. It also helps to soften the blow and ensure that the employee doesn’t have a negative view of the company.
-- Gary Gray, CFO, CouponChief.com
Maintain Professionalism and Compassion
When tasked to fire an employee, it’s important to maintain professionalism and compassion. Communicate clearly and empathically, explaining the reasons behind the decision and offering support and guidance for their transition. Avoid blaming or attacking the employee, and listen to their concerns and feedback respectfully. Remember that this is a difficult situation for everyone involved, and being kind and professional can go a long way in minimizing the impact and maintaining positive relationships. Ultimately, leading with empathy and understanding can help ensure a smoother transition for all parties involved. -- Jefferson McCall, Co-founder and HR Head, TechBullish
It may seem difficult, but being empathetic towards the employee you are firing can make a world of difference in how the situation plays out. Listen to their perspective, acknowledge their feelings, and offer support if possible. Remember that even if they were not a good fit for the company, they are still human beings with families and bills to pay. By showing empathy, you may not only make their transition easier, but also maintain a positive reputation for yourself and your company. -- Basana Saha, Founder, KidsCareIdeas
Choose a Suitable Time and Location
Nobody wants to be dismissed in front of their coworkers. It’s embarrassing and can provoke vehement reactions. It will probably harm the company’s reputation as well. To discuss it with the employee, try to find a private space where you are both not in the thick of things. The conversation is more likely to stay professional when everyone is relaxed, and try to provide the employee with the necessary information about why they are being fired.
-- Dean Lee, Head of Marketing, Sealions
Handle Delicate Conversations Professionally
Terminating an employee never feels good, so delivering such information should be handled with care and professionalism.
Be transparent about why you’re terminating an employee, whether it’s due to performance, behavior, or other reasons. Own up to the decision if it’s yours or inform them if it’s a policy change at an organizational level. Honesty is key to handling the situation professionally. When terminating an employee, empathy is crucial. Respect their feelings and offer support during this challenging time. Communicate the news in a kind and respectful manner, as losing a job can be difficult and emotional. By approaching the conversation thoughtfully, you can make the process a little bit easier for everyone involved. This is very important, as it helps them understand and do better in the future. Provide context, and take them through what went wrong, so that they can figure out if some different outcome could have altered your decision.
-- Saravanan T S, Marketing Lead, The Canadian Home
Make It as Short as Possible
Over my decade-long experience as a C-suite executive in several companies, I have had the sad but often necessary task of firing someone. The truth is that this is always a very awkward moment, but it is something that has to be done. The best way to approach it is to keep things short. Communicate clearly, explain why the decision has been made, and try to use as little time as possible. Although this may seem a bit brutal, remember your job as an executive is to do what is best for the company. The more you delay the inevitable news, the more complicated it will be to maintain a professional outlook once you get to it. -- Young Pham, Founder and Project Manager, Biz Report
When firing an employee, you should start by being empathetic and keep in mind that your relationship with them can still be cordial. Just because they aren’t a fit in this role doesn’t mean that they won’t fit in well with a different company and excel at their new position. They are going through a difficult time, and if you were on decent to good terms, it is nice to try to assist them as much as possible. If possible, try to offer a great severance package, connections to others within the industry, or even a recommendation letter. You should always end things by thanking them for their valuable work within the company and telling them that you appreciate their effort.
-- Alexander Burgemeester, Founder, Ireland Wide
Be Succinct, Precise, and Formal
Regarding how, it depends on the type of termination, since each is handled differently by individuals. No matter how it happened, the main goal of your meeting with the employee is to share information. There is no room for the employee to express their feelings about it or to file an appeal. It should be succinct, precise, and formal. It will be one of the most uncomfortable talks of your career if this is a layoff, meaning the employees are not to blame for the termination. If it’s a termination for cause, which means the worker hasn’t performed up to standard despite the company’s efforts to correct things. The employee should be informed in advance so they have time to prepare for the meeting. All employee comments should be recorded. No discussion should be had. Put an end to the discussion on your terms.
-- Sai Blackbyrn, CEO, Coach Foundation
Be Transparent to Other Employees
One tip I can give is to be as transparent as I can about the termination, as you don’t want your co-workers to think that they could be the next ones to get fired. Gossip can really turn things around in a workplace, so it’s essential to be as open as possible about what happened. Job insecurity can really do a number on employee morale, and workers might even start looking for a new job somewhere else. Be there to answer the questions you can, and you need to reassure them that things will be alright, even though it might take time to process, especially if they were close with the terminated co-worker. -- Aaron Winston, Strategy Director, Express Legal Funding
Always Follow a Clear and Respectful Process
When tasked with firing an employee from your company, it is essential to follow a clear and respectful process. Start by gathering all the information related to the employee’s performance, such as records of warnings and performance evaluations. Arrange a private meeting with the employee and explain the reasons for the termination in a direct but respectful manner. Offer assistance and support throughout the process, including helping the employee with their next steps, such as finding another job or accessing counseling services. Always remain professional and respectful throughout the process and communicate clearly and directly with any other employees affected by the termination. Remember that empathy and compassion can go a long way in a difficult situation like this. -- Tarun Saha, Co-founder and CEO, StallionZo
Be Brief, Direct, and Kind
Be brief. Be direct. Understand that the employee won’t really be listening if you ramble on with performance or economic rationale before lowering the boom — so do that first. Empathy matters here; they have no control over the process at this point, so be kind in your language. “You’re fired!”, no matter how cathartic for a frustrated manager, serves no utility except to create animosity on the way out. My recommendation to clients is usually simply “Diane, we’ve decided to end your employment with Great Company, Inc., effective today.” Firing should never be a surprise, so the employee won’t be shocked. They may, however, be surprised at the timing and upset or angry at the event. Offer a one- or two-sentence rationale, no more. Let them vent or respond. Regardless of the response, go back to your stated rationale; don’t engage in a line-by-line defense of the decision. Firing can be tough for all involved. Do what you can to be kind and respectful, regardless of circumstances. -- Kevin Berchelmann, Executive Coach and Founder, Triangle Performance, LLC