Terminating an employee is hardly an easy decision. It could lead to hard feelings regardless of the reason behind it. Whether it’s due to lack of performance or other reasons, sometimes firing the employee is the only possible solution. It will also affect the company, as they are down by one or more employees.
There are many possible things to avoid during the termination process.
Here are some of the things not to do when terminating employees:
Firing with no warnings
Terminations are always difficult, but it surely adds to the anger and stress when the employee hasn’t received any prior warnings. When the employee feels blindsided about this matter, the situation could escalate easily, unless the employee’s actions require immediate dismissal. Employees should be informed or warned of their mistakes or lack of performance, or if the employer is not happy with their work.
Verbal and written warnings that are documented for future references are always advisable for employees who are lacking performance. This can help during the wrongful termination lawsuit, if the employee decides to file one.
Termination in an illegitimate manner
At-will law states that employers can fire their employees at their own will without any reason. Although employees feel they shouldn’t be terminated without any good reason, the law says it differently. It is still important for the employer to understand the employment laws thoroughly so they avoid firing employees in an unlawful manner. Despite the at-will law, employers cannot terminate employees based on their gender, religion, race, origin, age, and disability. If they do so, that means that the employer is breaking other laws, such as discrimination laws.
In absence of a witness
In case of a lawsuit, firing an employee without notice may mostly lead to “he said so/she said so” situations, and that could stretch the process very long unnecessarily. Therefore, to avoid situations like that it is important to have a witness during the termination process.
The termination process can be stressful to both parties, and things might be said that shouldn’t have been otherwise. So, it’s important to make sure it doesn’t happen around any other employee working in the office. The witness must be another party present or an office manager, preferably an HR manager as they are mostly experienced in firing employees. They can also help you complete the process, in case you fall short of the words. This way you can protect both employee and employer’s profile and ensure a smooth process.
Giving Employees false hope
It can be hard to fire an employee, but it is also very important to make sure employees don’t believe that the decision could be affected. Employers should be straightforward with their decisions to avoid any such misunderstandings. You also confront the employees about their termination with kindness and respect but should also make sure to be firm with their decision. It is important for employees to understand that it’s permanent.
Employers need to make sure not to drag the process out, as it can also give false hope to employees that employers are having second thoughts and they might still be able to keep their jobs. This could further lead to escalated anger and stress.
Dragging the process
If your decision is made considering the employee’s documented performance, rehashing the dissatisfaction accomplishes nothing and can sound cruel. When it comes to the termination point, there isn’t really a use for reconsideration of the reasons behind it. This would only stretch the process and make it harder for both parties. Speeding up the termination process can allow employees to keep their dignity despite being fired.
As employees have the right to ask for the reason for their termination, it is important for the employers to be ready with a detailed enough answer. It is important that the answer should be honest and quick, where only the main points are discussed, and there should be no blame games.
Final words
Firing an employee is not an experience we look forward to, but an effective and kind approach could make things easier on both ends. Your actions and methods not only affect the terminated employee but also employees currently working in the company.
Termination can prove harsh on employees and at times might affect their careers and life paths, hence it’s always better to end the process on a good note. This helps to keep the company profile intact and also allows the employee to move forward quickly.
