About This Course
Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.Please login.
Learning Objectives
Having to fire an employee is never an easy task. Sometimes,
despite attempts of open communication and encouraging performance,
an employee will need to be terminated from the company.
One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts.
Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.
Curriculum
6h
Placing an Employee on a Performance Improvement Plan (PIP) Before Firing
Placing an employee on a Performance Improvement Plan (PIP) involves outlining specific performance issues, setting measurable goals, providing resources and support, and establishing a timeline for improvement before considering termination.
Employees Who Should Be Terminated (I)
Employees who should be terminated typically include those consistently underperforming despite support, violating company policies, engaging in misconduct, showing lack of improvement after a PIP, or negatively impacting team dynamics and morale.
Employees Who Should Be Terminated (II)
Additional employees who should be considered for termination include those exhibiting chronic absenteeism, poor attitude affecting team collaboration, refusal to adapt to changes, or consistently failing to meet job expectations despite feedback and support.
Things to Consider When Setting Up the Termination Meeting
When setting up the termination meeting, consider timing and location for privacy, preparing clear reasons for termination, ensuring documentation is ready, involving HR, and planning for potential emotional reactions to ensure a respectful process.
The Correct Way to Fire an Employee (I)
The correct way to fire an employee involves preparing for the conversation, being direct and compassionate, explaining the reasons clearly, providing necessary documentation, discussing next steps, and offering support during the transition.
The Correct Way to Fire an Employee (II)
Additionally, the correct way to fire an employee includes choosing a private setting, allowing the employee to express feelings, avoiding personal criticism, ensuring compliance with company policies, and following up with necessary paperwork and resources.
What an Employment Termination Checklist Should Contain
An employment termination checklist should contain items such as: notification procedures, final pay details, return of company property, deactivation of accounts, completion of exit interviews, distribution of benefits information, and necessary documentation for HR records.
The “Don’ts” of Firing an Employee (I)
The "don’ts" of firing an employee include avoiding personal attacks, discussing the termination with other employees, failing to prepare adequately, conducting the meeting in a public space, and leaving the employee without support or resources.
The “Don’ts” of Firing an Employee(II)
Additional "don’ts" of firing an employee include not providing clear reasons for termination, allowing the conversation to become emotional or hostile, failing to follow company procedures, and neglecting to document the process thoroughly for future reference.
Conduct Effective Exit Interviews
Conducting effective exit interviews involves creating a comfortable environment, asking open-ended questions, listening actively to employee feedback, discussing reasons for leaving, and using insights to improve workplace culture and retention strategies.
Post Test
Post Test
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