It’s always hard to let someone
go, no matter the reason, notes Paul Falcone, author of The
Hiring and Firing Question and Answer Book (Amacom). “It is
one of the most vulnerable times in anyone’s life, and you want to
treat them with respect and dignity,” he says. Here is Falcone’s
advice for managing the task.
Gather paperwork. Before the meeting,
go over the employee’s personnel file and make sure all
documentation is in order, particularly if termination is a result
of poor performance. And save that information: An employee has up
to one year to challenge an employer if he believes he has been
Mondays are best. It’s a huge mistake
to wait until 5 p.m. on Friday to hold a termination meeting. It
gives the person all weekend to stew, which can result in workplace
vengeance. Do it early in the week, and tell the employee that you
are available all week to answer any questions.
Soften the blow. Say you’re sorry and
that it was purely a business decision. It helps to give the
employee insurance and health benefits information, such as a
number to call for COBRA filing, as well as instructions on how to
file for unemployment.