It’s never easy to fire or send a termination letter to an employee, but it’s often necessary. You may have even wondered how to do it. There are a lot of things to consider before and while terminating an employee. So let’s discuss these things in detail:
1. Consider the reason
Don’t just fire someone because you want to look like a hero or because it makes you feel better about yourself. Think about the reason for termination and why this person is no longer needed.Before you even think about firing an employee, you need to ask yourself why. Is it because of poor performance? Or maybe a miscommunication between the two of you? Whatever the cause, make sure that you understand why you are letting go of this person and take care of any situations that could arise during your decision making process.
2. Record everything through paper trail or email
Document every step of the process, from when you start to when you finish firing an employee. This will help you if there are any issues later on down the road. You’ll also have proof that everything was handled properly, even if someone complains later on in life (and they should be able to). This may sound like a bit of an overkill measure but it’s important to document everything that happens with a formal record so that there aren’t any questions surrounding your decision later on down the road. If there was an incident or argument between the two of you and neither party felt comfortable leaving a written record of what happened, then consider adding an internal memo to your employee file so that everyone has access to it when needed.
3. Clearly communicate expectations
It’s important that you clearly communicate with your employees what their minimums and expectations are in the workplace as well as how they will be measured and evaluated. This can be done in a formalized document or verbally, but it needs to be communicated clearly to them so they know where they stand, what their responsibilities are and the expectations for them to meet those goals.
4. Conduct a verbal counseling
If you need to terminate an employee for any reason, conducting a verbal counseling with them will go a long way toward helping them understand why their employment is ending and how they can move forward after leaving your company. It should be done in a positive tone with no recriminations or assumptions about why their termination is necessary for the company — only facts about the situation at hand should come out during this meeting or interview.
5. Follow rules of company termination policy
If you are terminating an employee, it is important to follow the rules of your company’s termination policy. If there is no such policy, then you need to create one before you terminate an employee. This is necessary to ensure that there are no litigations later on. So for instance in the full and final settlement make sure even the smallest of things like professional fees tds are accounted for.
6. Human rights considerations
When terminating an employee, it is important to consider his or her human rights. For example, if he or she was working with children and doing so in a manner that might be harmful to them, then consider the impact of terminating him or her on those children when making your decision.