Quote:
Originally posted by leagleaze
I have to be involved with firing an employee today (not at my regular job, fortunately.)
I have had to fire people before, but normally I am not the one actually doing the firing, or the person was smart enough to see the writing on the wall keeping me from having to say the words.
I am not pleased to have to do this right now, it being the New Year and all, I already told the morons to change their review time/fiscal year so this doesn't happen again. They originally wanted to fire the person the week in between Christmas and New Years. can you imagine?
Anyway, any firing advice? Also, anyone out there dealt with UC much, I could use some off-line advice on an issue or two.
This really sucks.
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I've never delivered the news myself, but I've recently been in the room during a couple of terminations handled by our HR people.
It is not fun.
But here's couple of things I've observed about our HR people:
You have to put on your game face. Not be mean, but very, very firm. Our HR people are the happiest, shiniest people I've ever met (they're "people people"), but when it comes time to let someone go, it's like a switch gets flipped and you're talking to a bouncer at a hot nightclub. All business.
Tell the person that the company has decided to terminate their employement.
If there is a specific "for cause" reason, and the person can be terminable only for cause, be prepared to disclose it. Otherwise, the less said the better (anything you say will be used against you in the descrimination suit, if there is one). I assume you have the causes well documented. Generally, you are going to have a laundry list of reasons for termination, but if you mention only one and don't have the others documented, they will be taken as trumped up post termination excuses for a discriminatory firing. Do not fall into the trap of wanting to not hurt his feelings by listing one or two reasons and omitting others. Others may have suggestions about how to navigate this part of the conversation; in my cases, the cause has been pretty obvious and unquestionable (think theft, although it wasn't that).
Be prepared to answer questions about accrued vacation days, sick leave, severance (if), COBRA, etc., including when and how his last paycheck will be delivered. You should have the paperwork ready to hand over.
If appropriate (and it probably is, even if you like and respect the employee), escort (or have escorted) the person to his desk to clean it out. If possible, have his computer account and office access cards disabled while you are in the initial meeting with him.
Wish him well and escort him out the door.
Try to time everything so as to minimize the possibility of people gossiping until he is out the door.
It all sounds pretty cold and heartless, but if your aren't efficient about it, you send mixed signals and invite argument. In my experience, the people kind of know it may be coming, and seem to appreciate it being dealt with in a businesslike manner. Allow him to keep his dignity, and most times he will behave in a way necessary to preserve it (no scenes).
I do not envy you. Best of luck.
