When you bring on a new employee, you’re hoping that it will work out for the long-term. While that can certainly happen, there will also be occasions where the employee turns out to be a less-than-ideal fit. Firing a bad worker isn’t easy, but it is often necessary. Otherwise, their poor performance, bad attitude, or other issues may harm their team or even the entire company.
Breaking ties with an employee needs to be handled with care. If you aren’t sure how to navigate this potentially sticky situation, here are some tips.
Prepare in Advance
Whether you work in an “at-will” state or not, preparation before a termination is wise. A disgruntled former employee may try to sue even if your state gives you the right to fire for any reason. By getting your ducks in a row, you are protecting yourself and the company.
Ideally, you should have formal documentation that outlines any issues regarding the worker. This can include annual review results, performance improvement plans, and anything else that demonstrates the nature of the problems and what corrective actions were taken.
It is also wise to discuss the termination with a legal professional. That way, they can help you prepare in case the soon-to-be former employee decides to take legal action against the company, justified or not.
Safeguard Your Assets
When you fire a worker, there is a chance that the employee will lash out. If they have passwords to critical systems, expensive equipment in their possession, or access to any accounts or assets, you need to take safeguarding actions.
For example, prepare to change any logins and passwords before you give the employee the news. Determine where various pieces of equipment are located and arrange to have security escort the worker out of the building. Backup any files that you can’t protect before you terminate the worker.
You also want to have a plan for informing any of that employee’s clients or customers about the change. If a client previously only communicated with the soon-to-be terminated worker, you need to be ready to preserve that relationship. While you don’t need to relay specifics regarding the firing, you do need to explain that the worker is no longer with your organization and provide contact details for the employee who is taking over the account. Then, everything can continue seamlessly for your customers.
While it may seem extreme, and many employees won’t harm any assets on their way out, it’s always best to be ready for the worst-case scenario. That way, you won’t suffer any additional losses.
Remain Calm and Professional
Firing an employee shouldn’t involve insults and yelling. Instead, it should be a measured action that focuses on the facts of the situation. Keeping your cool is essential. Otherwise, things may escalate quickly.
When you have the termination meeting, focus on being professional. Discuss the work-related issues that occurred and make it clear that the employee is no longer going to be a part of your company. Even if the worker lashes out, keep your emotions under control. Your goal should be to make the entire experience as quick and straightforward as possible, so don’t engage even if the worker gets heated.
Looking for Employees?
Ultimately, all of the steps above can make it easier to navigate a termination successfully. If you’d like to find out more, the team at TRC Staffing Services can help. Contact us to speak with one of our knowledgeable staff members today and see how our personnel management expertise can benefit you.
