Mar 16, 2021
This week’s topic is a tough one, and it’s something that many business owners have done and every business owner hates to do. Firing an employee is a difficult, albeit necessary measure that can often leave your work better than it was. However, there is a right way to do it--with empathy and compassion. Today, we’re talking about some tactics you can use to make sure you’re equipped.
The most important thing that you have to remember is that this is not only a difficult conversation for you, but it's also a difficult conversation for them. When they wake up tomorrow, they don't have a job to go to. And that can be terrifying. This is a hard decision for you, but it's also going to be even more difficult for them. So be compassionate. One thing that you can do too when you are letting someone go that is physically with you, is you can wait till the end of the day and walk out with them.
Make sure you’re ready to have the conversation. If you need someone present (like HR), make sure they’re aware. Know when and where you’ll have the conversation. Have a list of things you need back from them, accounts that need to have rights revoked, keys, and badges. Having to make a call afterward is awkward and can be viewed as disrespectful.
This is not a begathon. The decision has been made. They no longer work here, which means you have to have this conversation in the past tense. There should be no inclination that they may be able to come back, negotiate with you, any of those sorts of things. This is a cut-and-dry situation. Most importantly, you don't want to drag your feet. You want to get it done. Don't talk about a whole bunch of stuff. Come to them and say, "Listen, I have some bad news for you today. Today's your last day." Be transparent about your reasoning and communicate, but be short and sweet.
Remember to speak with your team as well.
Losing someone who you spend every day around can be traumatic, to
some degree. You don't need to tell them exactly what happened, but
do tell them how roles will be divvied up and the direction you’re
going forward. Make sure they’re aware that it’s a one-off event to
avoid any worry of more firings. You can reassure them that their
jobs are not in danger.
While firing can be difficult, more often than not you will feel better and your business will be better for it.
Key Takeaways
- This is not only a difficult conversation for you, but it's also a difficult conversation for them. When they wake up tomorrow, they don't have a job to go to. And that can be terrifying. This is a hard decision for you, but it's also going to be even more difficult for them. So be compassionate.
- Make sure you’re ready to have the conversation. If you need someone present (like HR), make sure they’re aware. Know when and where you’ll have the conversation. Have a list of things you need back from them, accounts that need to have rights revoked, keys, and badges. Having to make a call afterward is awkward and can be viewed as disrespectful.
- The decision has been made. They no longer work here, which means you have to have this conversation in the past tense. This is a cut-and-dry situation. Most importantly, you don't want to drag your feet. You want to get it done. Be transparent about your reasoning and communicate, but be short and sweet.
- Remember to speak with your team as well. Losing someone who you spend every day around can be traumatic, to some degree. You don't need to tell them exactly what happened, but do tell them how roles will be divvied up and the direction you’re going forward. Make sure they’re aware that it’s a one-off event to avoid any worry of more firings. You can reassure them that their jobs are not in danger.