Employment Law
How to fire someone
Giving someone a job after an interviewing process can be a great feeling. On the other end of the scale, firing someone is one of the hardest things to do in business. Unfortunately, it can happen that the wrong person is hired for a particular position, and this is not always your fault. Some blame can be awarded to you, the hirer; as after all, you gave them the job. To smooth down the process and avoid melodrama, follow our steps that will help you fire someone fairly.
1. Make personal notes about the employee’s problem behaviour. Open a file and keep detailed notes about what bothers you most about his or her work or behaviour problems. This will help you keep your convictions clear in your mind and give you documented evidence should you need it in the future.
2. Give the employee the benefit of the doubt. It is true that you initially hired that person based on valid impressions or information. So, give them a second chance. Pull them aside and have a performance discussion or review. Outline new work goals and responsibilities for the employee in question.
3. Talk to an impartial person. Get some advice from someone who is not directly connected to your work environment. Staff and co-workers can heavily influence decisions; therefore, consulting with a neutral person will help you get an accurate opinion on the staff member.
4. Give the problem person a warning (a written document stating your concerns). Bring the employee into your office and clearly outline their bad behaviour. Ensure that the “bad apple” understands your reasoning. Remember to get them to sign the document for your files. Give the employee a period of time to remedy the situation: for example a month to prove his or her value to the business.
5. Do not delay. If you have decided to let the person go, don’t drag it out. Get them into your office, bring in a witness, be straight and to the point. Be strong with the employee and make your intentions clear.
6. It is better for all parties that they leave the building relatively soon. Allow them to collect their personal items, data and files, hand over keys, and encourage them to move “out of the door”. Having a disgruntled employee in the working environment is not a good idea.
Finally, ensure you investigate legal implications when firing someone. Keeping a detailed and documented file about the employee and his or her work history will help for legal purposes. Follow our easy step-by-step guide and feel happy that your decision to fire the person is the right one.
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