Continuing employee hygiene
problem? Here's the next step
It has come down to the unhappy moment when there is
no other choice—you must fire an employee.
One of many valid reasons (incompetence, violation
of company
rules, necessary downsizing, and the like) has brought
you to this decision. Now you must take action.
First, you must act decisively. Once you decide to fire
an employee, procrastination will only make a bad situation
worse. This is especially true if the employee senses
imminent termination in his or her future. The longer
you put off the procedure, the more time the employee
has to go into the defense mode. He or she will consciously
or unconsciously try to make you feel the problem is
you. In the worst case scenario, the employee will take
actions that hurt your business. The other end of that
spectrum is the employee will simply slack off; sometimes,
stopping work altogether.
Next step is to make a plan. When you are about to fire
an employee, it is not the time to shoot from the hip.
If you fail to consider legalities and proper procedures,
this process can cost your business dearly.
Planning to Fire an Employee
In the planning to fire an employee, there are several
things to consider:
*Do I need to give the employee a letter of termination?
If you fire an employee for “cause,” a clear,
well-written statement of the reasons for the termination
will inhibit any future legal action by the employee.
* Have I planned out exactly what I am going to say
when I fire an employee? A brief set of notes will help
you be sure to “cover all the bases” when
you call the employee in for the termination interview.
*Have I given the employee opportunity to change? In
other words, have I ever counseled the employee, given
a warning letter, provided enough training? Failure to
follow such procedures may come back to haunt you in
a labor dispute.
*Do I need to prepare a letter of recommendation? You
should not give an employee whom you fire “for
cause” any recommendations. Other employees, however,
may merit such consideration, and a short letter of recommendation
may take the edge off the unpleasant situation.
These are just a few of the questions that could make
matters easier when it comes time to fire an employee.
There are many resources available to guide you through
this process. If you take the time to collect this information
before you fire an employee, it will make the termination
go more smoothly and prevent legal problems later.
Why
a bad employee is causing more problems than you think
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