It's never easy letting someone go
Last week we talked about how to gracefully leave your job to move on to a new opportunity. This week, we’re exploring the other side of the coin - letting someone go. It’s an uncomfortable topic but a very real part of the business world that we all have to navigate in one way or another eventually. Just like there is a right way to leave your job, there are also some steps you can take to make sure that if you do have to fire someone you do it with empathy and tact.
Letting Someone Go the Right Way
Now let’s flip the script from last week and look at the other side of the desk. Whether it’s based on performance, finances, or changing roles, if you do have to let someone go, make sure you make the process as painless as possible for everyone.
Work with HR
Employees in different states have varying rights when it comes to being let go, and you need to consult with human resources to ensure you’re doing things right. Get your paperwork in order and follow every regulation.
Do it face-to-face
It’s never a good idea to terminate someone over the phone, and don’t even think about text or email. You owe it to the employee to sit down with them in person and have a conversation. If the employee is based out of state, you may have to get a little more creative, but be sure the setting allows for real time conversation.
Explain the decision
You need to explain clearly why the decision was made to terminate their employment. Get to the point quickly for the employee’s sake, and give enough detail to clear up any confusion without being cruel, especially if it was because of performance issues.
Give useful feedback
You need to be careful here not to add insult to injury, but if there’s some counsel you can give the employee as they begin their job search, do it kindly and with compassion. You want them to succeed, even if it’s at a different company.
Tell the other employees
Few things drive office gossip more than someone disappearing and never being spoken of again. Once you’ve had the difficult talk, inform the rest of the team (or the whole company, depending on the size of your shop). You don’t need to give details, just mention that they’re no longer with the company. And definitely don't say that they are pursuing other endeavors or some crap like that. Your team is smart, they know that there was a problem, and trying to sugarcoat will end up causing trust issues down the road.
We know it's rough out there right now. But don't let that cause you to handle something in a way that makes a bad situation worse. You got this.
This is, without a doubt, one of the hardest topics to deal with in your professional life. Whether you’re an owner or a manager charged with letting an employee go, collect your thoughts, choose your words, and remember that there’s a human over there at the other end of that table.
The good news is that, as a Bureau member, you have a network of people who have been through this and can help you find the best way to handle it.