Firing employees is never an easy task for managers, but it's a regular occurrence in any office environment.
This guide will provide insights on how managers can approach firing employees in a way that minimizes the impact on both the manager and employee, while respecting the employee throughout the process and providing support after the fact.
Preparation is key when it comes to firing employees. Managers should gather all necessary information and documentation and plan the right timing and location for the conversation.
If the organization utilizes continuous performance evaluation tools and practices, it should be much easier to reference historic performance expectations and avoid surprises.
By keeping performance records up-to-date and regularly providing feedback, both the manager and employee will be on the same page about the employee's performance, which can make the conversation easier to navigate.
Utilizing a performance evaluation tool, such as WorkStory, provides a clear and consistent record of the employee's performance over time, reducing any possibility of the employee being surprised, and allowing for a more objective, data-driven conversation.
When it comes to the actual conversation, managers should be clear and honest in their explanation of why the employee is being let go.
It's important to provide specific feedback and allow the employee to ask questions. Maintaining professionalism and empathy throughout the process can help the employee save face and dignity.
For example, a manager might say, "I wanted to have a conversation with you today about your performance in your role here at the company. Over the past few months, it has become apparent that your work is not meeting the expectations and requirements of the position. Despite multiple discussions and coaching sessions, we have not seen the improvements we need to see. As a result, we've decided to terminate your employment with the company.
Respecting the employee during the firing process is crucial to preserving their dignity and self-esteem. Managers should maintain a professional demeanor and offer a fair severance package if applicable.
Allowing the employee to maintain their dignity and respect can make the transition easier for both parties.
Here's an example of how a manager might go about breaking the news:
"I wanted to have a conversation with you today about your role here at the company. Despite the hard work and dedication you've shown, the company has decided to restructure and streamline operations. Regrettably, this means your role will no longer be needed. I wanted to be upfront with you about this and offer you support as you transition to your next opportunity. We will be providing a severance package and will be happy to assist, however we can, in finding you your next role."
Providing support to the employee after the fact is an important part of the firing process. Managers should offer references, if possible, and help the employee transition to new opportunities.
Encouraging the employee to stay in touch and offering support as needed can help ease the transition and maintain a positive relationship in the future.
In some cases, a positive exit experience can also be beneficial in driving new employees to the organization or, if needed, bringing previous employees back.
For example, a manager might say, "I want to make sure you have the resources you need to find your next opportunity. I'd be happy to provide a reference or connect you with anyone in my network who might be able to help."
With the rise of remote work, it's becoming increasingly common for managers to fire employees remotely. This presents its own set of challenges, including ensuring that the employee has access to all necessary resources, maintaining privacy and confidentiality, and overcoming the challenges of remote communication.
While a remote situation might make it easier for managers to face employees, it's even more important to be aware of the sensitivity of the situation and to follow through with any after-the-fact activities to support the former team member.
Firing employees is never easy, but with a mindful approach, respectful conversations, and supportive aftercare, it can be a smoother transition for everyone involved.
Utilizing continuous performance evaluation tools and practices can help to mitigate the discomfort and uneasiness that often accompany this process by ensuring that both the manager and employee are on the same page leading up to and during the termination conversation.
By following the steps outlined in this guide, managers can approach the firing process with empathy and professionalism, and provide support to the employee both during and after the transition.
