Dismissing an employee is never easy, regardless of the circumstances, and as an employer, it’s likely something you’ll have to confront at some point. Handling it the right way can help the process go more smoothly. Here are some key do’s and don’ts to consider when terminating someone’s employment.
DO carefully consider your decision
Ensure you’re absolutely sure about your choice and that the reasons for it are well-justified. Once you’ve made your final decision, act promptly to avoid any unnecessary tension within the team or disruption to the business.
DON’T dismiss someone unexpectedly
Avoid catching an employee off guard by dismissing them without prior warning. If their performance has been lacking, address the issues in a meeting beforehand, giving them a chance to improve. In cases where performance is the main issue, a series of warnings should precede the dismissal.
DO deliver the news face-to-face
Respect the employee as a person with feelings and rights. The dismissal should always be handled in person rather than via phone or email. A face-to-face meeting demonstrates professionalism and gives you the chance to respond appropriately to their reactions.
DON’T delegate the task to someone else
Dismissing someone is a responsibility that shouldn’t be passed off to another person. The news should come from someone familiar with the individual and equipped to explain the situation clearly and respectfully.
DO provide a clear explanation
Termination must be backed by valid reasons. Be ready to explain the rationale behind your decision and ensure you prepare beforehand. This includes having the necessary documentation and informing the employee of any rights or benefits they may be entitled to.
DON’T do it in public
Respect the individual’s privacy by delivering the news in a private setting away from other employees. Choose a neutral and quiet space, such as a meeting room, where the conversation can remain discreet.
DO allow for questions
It’s crucial to give the employee the opportunity to ask questions about the dismissal and what follows. People may react differently to the news, and emotions could run high, so be open to addressing their concerns with clear and honest answers, while avoiding any heated discussions.
DON’T make it personal
Keep the conversation professional and focus solely on performance or business needs. Avoid letting emotions dictate the discussion, and refrain from sharing personal grievances or opinions about the individual.
DO treat the employee with respect
Show empathy and maintain discretion during the conversation. Even if the employee becomes emotional or upset, remain calm and avoid confrontation. Put yourself in their shoes and approach the situation with kindness and understanding, while expressing regret that things didn’t work out.
DON’T end on a negative note
If possible, leave the conversation on a positive note. Acknowledge the employee’s contributions during their time at the company and wish them success in their future endeavors. Keeping the door open for goodwill can prevent unnecessary conflict down the road.
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