F

iring someone is never fun.  Many of us wait too long, prolonging the issues and dealing with guilt only to finally surprise the employee with a termination they had no idea about.  Others do it too soon and have to repeat the interview, hiring, and training process over and over again.

When done right, a termination is the validation of their resignation.

Bypass the stress, frustration and regret with today’s 5 Best steps.

Show Notes:

  • When an employee’s bad behaviors finally overcome your stress, anxiety and fear of firing them, you need to know how to fire them the right way
  • Yes, even Best Bosses need to fire employees sometimes
  • Important: they saw it coming, we did our part to help them
  • Need to be aware of the stress, anxiety and extra work for the team
  • Process to help Best Bosses do what they can do and move forward
  • My journey from being called the ‘Terminator’ to Valuing the Staff and getting thanked in the middle of their termination.
  • 5 steps:
    1. Problem
    2. Preparation
    3. Perspective
    4. Process
    5. Prevention
  • Should not be a surprise to anyone including the person being fired
  • Filters I use in Step 3:
      1. Do we know for certain what happened?
      2. Did employee clearly understand expectations?
      3. Did we document process?
      4. Did warnings clearly focus on unwanted behavior?
      5. Are we working harder on their issues than they are?
      6. Did we under-hire or over-promote them?
  • Flow in Step 4:

      1. Value them

      2. Review behavior and warnings

      3. Impact it created

      4. Discuss terms of their release

      5. How to handle references and tell employees

Best Step:

Today’s Best Step:  Practice firing a someone and have them give you feedback.  i.e. work with a friend outside of work, but use real work issues.

Additional Resources:

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