Intro:
Before you begin
Step 1:
Be sure you're sure
Step 2:
Be aware of potential problems
Step 3:
Avoid illegal termination
Step 4:
Build a case
Step 5:
Design an exit package
Step 6:
Hold the termination meeting

2torial #0955:
Learn2 Terminate an Employee (continued)

Hold the termination meeting

When you have all your ducks in a row and know termination is the only option, it's time to act. The meeting should be short (10 to 15 minutes) and to the point. Tell the employee he or she is fired, explain why, and leave time for questions or comments. Explain the severance package (if any), deliver the final paycheck, and then collect any items that belong to the company that might be in the employee's possession (keys, credit cards, cars, laptops, and the like). If you want the employee to sign a severance agreement, provide it at this time.

Throughout the termination process, you should preserve the dignity of the employee and demonstrate that your decision is fair. This will make you both feel better, and reduce the chance of problems down the road. Here are some specific tips:

Provide reasons. Don't just say, "You're fired." Try to make the employee understand why you've made your decision. If he or she thinks you've been fair, a lawsuit is less likely.

Prepare a checklist. Termination can be very emotional, so prepare a checklist of the points you want to cover so you don't leave out anything crucial. Keep emergency and security numbers on hand, just in case the bad news prompts an outburst of anger or some kind of physical ailment.

Meet face-to-face. Never fire someone over the phone. It shows a lack of respect that may come back to haunt you. It also raises doubts in the employee's mind about your intentions.

Rely on an immediate supervisor. Don't let an anonymous bigwig do the dirty work. The worker's direct supervisor should take on the burden. After all, this is the person who can best explain the reasons behind the termination to show the decision is fair.

Maintain privacy. Make sure other employees can't overhear your conversation. This helps the employee save face. If you have a small office, you may want to consider a neutral location such as a nearby cafe or restaurant.

Be firm. Before you go into the meeting, make sure your decision is final. Leave no room for negotiation, or you may walk out with an undesirable worker still in your employ.

Make it one-on-one. Just one company representative should be present at the meeting, or it could seem like you're ganging up on the employee. The employee can bring a silent witness, but not an advocate.

Meet early in the day and week. People handle stress better in the morning than the evening. To avoid outbursts, schedule the meeting for early in the day. Likewise, try to hold the meeting early in the week so the employee can begin the job search right away rather than brood over the weekend.

Listen. Give fired employees a chance to vent their anger in your office rather than in court. If you genuinely listen to their response (without giving in to any demands), your decision is more likely to seem fair.

No matter what you do, the termination process is going to be painful. But you can do a lot to reduce the sting. Just remember: The easier you make it for the employee, the easier it will be for you.

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