How to Tell an Employee, You're Fired

No one but Catbert enjoys firing anyone, even when it's unavoidable. It won't be fun, but here's how to do it right.

Difficulty: Easy

Instructions

Things You'll Need:

• Human Resource services
• Spiral notebooks
• Manila file folders
• Computer discs

1. Make sure your documentation ducks are in a row before the meeting. Have important paperwork with you, such as previous performance reviews, probationary warnings or other relevant personnel material.

2. Decide the details of the employee's departure before you sit down with him. How long will he have to clear out? Does he have a company car or a laptop to return?

3. Arrange to have a human resources representative present. Not only can the representative give the fired employee information and answer questions about severance and continuation of benefits, but she can also ensure that the meeting follows the company's HR guidelines.

4. Get right to the point. The employee's fate has been decided, so just say it.

5. Take responsibility. Even if you're not the one who decided to take the action, if asked directly, "Whose decision was this?" be prepared to say, "Mine."

6. Offer whatever assistance your company provides in the way of outplacement, counseling or other services, no matter how acrimonious the parting.

7. Communicate the essentials of the employee's departure to other members of the department. Avoid details about why he was let go; it's unprofessional and could have unpleasant legal repercussions.

8. Document the meeting, and follow up with an HR letter confirming the details of your conversation.

Tips & Warnings

• Choose your time carefully. Experts recommend that you avoid firing or laying off an employee on a Friday or before a holiday.
• Back up the employee's computer files before you break the news. Resentment has driven more than one fired person to delete important files out of spite.
• Recognize that you will feel lousy about the whole process even if you do everything right.

[uttie]

on 1/21/2009 If I have to fire someone, it's usually after much time has been spent to develop and/or discipline that person and after management has discussed every possible alternative. So at that point I feel not like I'm kicking someone out the door but instead I'm helping them get started on the road to find something/somewhere that is better suited for them.

[Golightly678]

on 9/9/2008 I like everyones comments, but as an employer, DO NOT say 'Get a grip, it's not like you're dying" I've had more than one fired person come back and repeat a seemingly harmless comment like that and when they're applying for unemployment or making claim against you, you HAVE to have your ducks in a row, so just fill out paperwork when they mess up (YES and make them sign it, I had one girl claim she was never written up, YES she was, 3 times!), the BIGGEST help, and be sure you explained to them along the way their mess ups and repurcusions (sp?) of those infractions. Overall, the claims happen, get over it, employees have no idea what they are really doing when they make them. They are just pissed. THEN i want to say "GET OVER IT IDOT" but never to their face!

on 11/22/2005 Look the person in the eyes. Be assertive.

on 11/22/2005 Have the reason(s) the employee is being terminated written on a form that both you and the employee sign at the time of termination. This document is helpful should the employee go to arbitration or seek legal action for wrongful termination. If the employee was frequently late or absent, be sure they sign an absence form for each day they miss, and have their supervisor co-sign it. Include a note as to whether the absence was excused or not. That way, when it is time to terminate, you will have their signed historical documents ready as supporting information.

on 12/15/2005 I have never fired anyone who was surprised at being let go. No matter what they say, people know when they are not performing up to standard. Make sure you have all the documentation of work history in order. Then just do it.