How to Fire an Employee

Most--if not all--managers will say that their least favorite responsibility is dismissing an employee. Whether the reason is sub-par performance, restructuring or downsizing, there are ways to make the situation as clean and professional as possible.

Instructions

Difficulty: Easy

1. Document problems as they occur. When issues arise, give the employee a reasonable opportunity to improve and let them know clearly that their employment is in jeopardy if they are unable to improve.
2. Read and thoroughly understand your company's policies and procedures manual, and adhere to guidelines the company already has established regarding dismissals.
3. Check any contracts--written or oral--your company reached with the employee. Adhere to contractual provisions regarding termination.
4. Decide who will do the firing and what will be said--and not said--at the final meeting. Plan to be courteous but firm.
5. Prepare a written statement explaining the reasons for and conditions of the termination. Detail the severance package, if any, that the employee will receive.
6. Call the meeting, making sure that it is conducted in private, attended only by the person doing the firing, the employee and a witness. Have the final paycheck ready before the meeting.
7. Explain your decision. Allow the employee a chance to offer feedback about the company.
8. Collect keys, ID cards and other company property in the employee's possession.
9. Ask that the employee sign the termination statement. Present the final paycheck and details of the severance package.
10. Escort the employee from the building.

Tips & Warnings

• Be consistent. If you fire one employee for tardiness, be prepared to fire others for the same reason.
• Avoid dismissing employees around the holidays. It is bad for morale and for the company's image.
• Try to give at least a 2-week notice, especially if the dismissal is being done in connection with a downsizing or restructuring.
• Wrongful-termination lawsuits are becoming commonplace. Protect yourself by making sure you have carefully followed the terms of any employment contracts and the company's policies and procedures manuals.