How to Fire an Employee Properly

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Ann Gabriel | ExecutiveChronicles

Letting go of an employee is never an easy task, most especially if the employee has worked almost all his life for the company. It’s a tough reality in business that sometimes, you just have to let people go. Prolonging the process of letting go only leads to heavier issues that can be a hindrance to company growth. In this article, we discuss how to fire an employee properly.

Employee termination is a difficult process and doing it wrong may result to a disgruntled staff or possibly a labor suit. Here are some points to consider when you need to undergo this difficult process.

In the Philippines, terminating an employee is not as simple as saying “You’re fired.” The termination process is not a decision that we have to take lightly. Not doing an extensive study prior to making the termination decision might prove to be catastrophic to the employer.

The proper way to undergo a termination process is to ensure that Human Resource professionals collaborate with the employee’s immediate head on the proper performance documentations and behavioral indicators.  If the reason for termination is more about employee performance, the employee’s immediate heads must have the necessary performance documentations, as this would help validate the reasons for employee termination.

Employees should not be surprised at a notice of termination. LaMere recommends sharing feedback with employees on a regular basis to ensure you are on the same page.

Companies should regularly meet to discuss employee work performance, most especially when there is a need for improvement. If managers fail to set meetings that discuss performance and other areas that needs improvement, employees might be surprised and might feel discriminated once termination is considered.

Such situations can be even more difficult if an employee is being terminated due to redundancy.

For companies that consider downsizing, employees that are being considered for termination usually ask justifications and what specific criteria have been set to warrant termination.

For a Human Resource personnel, the actual termination will always be the most difficult part of the process, as this has a negative impact on the staff that will be left behind, employee morale might be affected, the decision also has an immediate financial and emotional impact on the person and his family. Situations like these must be handled with utmost sensitivity and tact.

The manner in which an employee is terminated is often the primary reason why labor suits happen. If the terminated employee felt treated with dignity and respect, most probably we can avoid a lawsuit.

When in a situation like this, it is important the the person assigned to reveal the news must be straightforward and ready with the facts. A termination process should not take more than 10 minutes. Avoid being too personal. Always show empathy and respect in choice of words and action.