When an employee ceases to be a strength for the business and becomes a threat, it is time to let it go.
Everyone likes to communicate good news and there is no human resources staff who refuses to hire a worker. However, the thing changes when the decision is the opposite and what is involved is to dismiss an employee: it seems that there is no time to transfer this information to the implicated and many lack the firmness enough to terminate the professional process in the company.
As you can see, it is hard for us to dismiss an employee, because we do not like to give bad news, but we must take strength and direct words without detours.
- Do not get emotionally involved
- Handle the legal situation correctly
- Plan ahead
- Gather the necessary information
- Assume the responsibility
As you can see, it is hard for us to dismiss an employee, because we do not like to give bad news, but we must take strength and direct words without detours.
- Do not get emotionally involved with the employees: since this will cause you concern about your success and how your financial situation would be, be firm in your decision with grounds for dismissal.
- Handle the legal situation correctly: The Federal Labor Law, to avoid a demand for an unjustified dismissal, tries to make the employee understand by following all the rules so that he does not sue. For example: you can not fire someone because of their age, religion, sexual preference, or because they left work because of an emergency.
- Plan ahead: You must think very well what you are going to say so as not to offend the employee: try not to take him by surprise, first observe him in his activities and evaluate him, give him the opportunity to improve and if this does not change his attitude, check him in private and prepare the basic documents to explain the reason for his dismissal.
- Gather the necessary information: It is important that you gather the necessary information to answer questions to the employee: such as when it would be his last day of work, exact dates of termination, what benefits the unemployed person has, etc.
- Assume the responsibility: You have to take into account that you assume the responsibility as head that you were the one who made the decision to fire him / her, do not have to express that he / she is in disagreement or simply that he / she is in charge of passing the decision.
Many times you can have problems when talking with the employee to notify them of their dismissal, because they can be defensive and maybe even create a scandal in the company, for this you must take the necessary precautions, in advance you have already observed the behavior of the employee and know that with a news like this could alter it, join a person of Human Resources as well as someone of security that previously you already informed them, so the dismissed will not be put in a scandalous situation.
We know how difficult it is to be fired or dismiss someone, that is why we must reflect a bit on the fact that the mistake could not only have been made by the employee but also by you selecting poorly and not knowing how to guide and train as well as taking control , here we are assuming that the company also has some fault for the mismanagement of its personnel.
This is why the training and development of the personnel is so important, to have an organizational analysis as determination of training needs, training programming, execution and evaluation.
Be aware of your staff, have them happy and that the environment is pleasant, because that is where they spend the most time of the day working.
If you liked this article share share it so other may find it.
