The first and most important step in the firing process is to make sure your employee can see the train coming, long before it arrives. If your staff isn’t meeting your expectations, it’s your responsibility to let them know immediately—not months later.
Many managers hesitate to do this out of the fear of micro-managing , but the truth is, when you have regular dialogue, you create an atmosphere of trust and respect where conversations about setbacks can also emphasize learning and growth.
This way, the approach will feel less like a personal attack and more like a commitment to her professional development.
In other words, help her identify her professional blind-spots, and suggest steps she can take to improve.
That said, when it does come time to part ways with an employee, I’ve come to rely on a few key steps to make the process a little less intimidating.
If you’re faced with letting someone on your team go, read on for what you need to know.
So, you have an employee who is not the greatest asset to your business. Whatever the reason may be, firing an employee with no advance signs or warning may result in serious repercussions for your company.
Here's how managers can handle a bully in the office, keep costs associated with such behavior in check, and maintain a civilized workforce.The EDD is unable to guarantee the accuracy of this translation and is therefore not liable for any inaccurate information or changes in the formatting of the pages resulting from the translation application tool.Forms and publications provided on the EDD website cannot be translated using Google™ Translate.Many managers place firing at the top of their list of their most difficult responsibilities .While personally, I think lay-offs and telling someone they have an odor problem rank higher, it is true that terminating an employee will never be easy (regardless of how much they may deserve it ).