Firing an employee can be as bad for an employer as it is for someone who loses their job.
Between the fear of ignoring one of the many laws that protect employees and the fear of hurting an employee, the employer is spoiled for choice as to the reasons for apprehending a dismissal situation.
What is more, any dismissal necessarily has repercussions on the whole team; it’s fair to say that firing an employee is a delicate intervention that concerns much more than just the fired person.
So is it possible to fire an employee and that it goes well? Here, we are convinced that it is. Here are the 10 commandments of dismissal according to us.
Apply As Much As For Hiring
Does your organization hire with trumpet and fanfare, but kick back with a kick in the butt? That says a lot about the values of the managers in place.
The way you do things when you fire an employee will have a significant impact on how the manager and the company are perceived by the rest of the team, as well as by the person being fired.
The way in which layoffs are handled is a true reflection of a company’s values.
So put as much heart into it as you do when hiring. After all, a dismissal is just as bad for an employee, if not more so, than a hiring. After all, even people who are laid off are ambassadors.
Prioritize An Improvement Plan
Encourage the development of improvement plans when there are problems .
This way, the employee will have the opportunity to improve, and you can accompany them through this process. You can even offer support if the situation or the problem lends itself to it. Then follow up regularly and offer honest feedback along the way.
No To The Surprise Effect
The surprise effect is great for a birthday party or a promotion, but certainly not for firing an employee.
No employee should be surprised to be fired. Never.
The performance evaluations frequent and transparent are the key to avoid unpleasant surprises. In these recurring evaluations, employee and employer must be on the same wavelength as to the performance and progress of the employee in question.
It is also important to take comprehensive notes during each assessment and have them signed by the employee. Complete notes to the file allow you to faithfully remember the events discussed.
Prepare For The Meeting Carefully
Before the meeting, prepare the required documentation. You can give it to the employee at the very end with as much written explanation as possible. For example, attach to the envelope containing the dismissal letter the next steps to be followed (bring back the material, sign such and such a document, etc.). By offering as much written support as possible, you will cut down on verbal exchanges, and the meeting can end more quickly.
Choose The Best Time
The best time to fire an employee is at the end of the day. Thus, you spare the person concerned the discomfort of having to leave under the prying eyes of colleagues.