Fired... (cont.)

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Conducting the Termination Interview

  1. Tell the employee you wish to talk to him immediately. Do not procrastinate to build your courage; it is only a growing discomfort for you, them and other employees who sense what is to happen. You should have already planned the place, date and time for this interview.
     
  2. Do not have coffee, soft drinks or other refreshments in your private room. This is not a social occasion.
     
  3. Open the discussion with a review of the various performance documentation (get to the point, do not try to make small talk). Stick to the facts and don't let your emotions enter into it, regardless of how much you may personally dislike the individual. This is not a time to "get even". While reviewing each document, continue to state the issues at that time, what you or your company has done to help, that they acknowledge their understanding of the problem and that the performance was not corrected.

    Seek agreement that none of this information is a surprise, but do not debate with them. They may become increasingly defensive or very quiet as though stunned. Whatever the reaction, stay calm and stick to the facts. If the employee gets belligerent, call in a third person. This will often calm the situation.
     
  4.  Protect the employee's self-esteem. The majority of terminated employee lawsuits happen because the supervisor doing the firing was crude, harsh or attacked the person instead of the performance. Get the employee to see the situation as a mismatch between job and person. You may tell them that, in your opinion, this is not the right position for them and their talents. Be certain, however, that they know that the job, itself, is not incorrect. You do not want them to respond by saying or thinking that they could have succeeded had the job been corrected to fit them. Also, it does not hurt to make suggestions about the kind of job they should be seeking. You do this by stating a few of their assets as an employee. This soothes the self esteem, a very important goal!
     
  5. The conclusion of your review of the facts is to inform the employee his employment is immediately terminated. You do not want terminated employees hanging around, potentially poisoning other employees or customers. Accompany them to their workplace and let them collect their personal possessions. At the same time, be certain to collect any company property they may have such as keys, security cards, tapes or other company property.
     
  6. When all of this is done, and if the termination has been amicable, tell the employee you will assist him, if necessary, with references and assistance as long as it does not compromise your business by misrepresenting the facts of their performance.   Next Page...