Steps to Letting Someone Go

It is never easy to let someone go, especially in business. You have to ensure everything is in order before you fire someone from any department in your organization. You can’t decide to do it hastily one morning without following suitable measures. While it may be lesser-known, legal issues and other unpleasant situations can arise, causing lawsuits that damage a business’s reputation.

In some cases it’s best to sit down with the person and explain the underlying reasons why you are letting them go. They may understand the matter and quit themselves, making the process easier. In light of this, below is more insight into letting someone go the easier way:

Plan Yourself before the D-Day

You have to plan and prepare for the situation. In this case, what are you going to tell the individual? The process has to be smooth and less overwhelming without letting your nerves or feelings get in the way. The employee should also understand what he has to part with, for example, the company’s material items and how long the benefits will last.

Suitable Time and Place are Crucial

It is important to plan the place, date, and time to soothe the process. Preferably, you should fire someone on any of the first three days of the week, but not on Friday. The time you choose should also be pleasant, like lunchtime. It wouldn’t interfere with your schedule or business hours.

Take Your Time

The last thing you would want is to rush into a meeting that requires you to fire someone. Take time to relax for at least ten minutes to clear your head. Your focus should be on the objective of the day with the utmost relaxation.

Present Clear Facts to the Employee

When firing someone, you have to present meaningful facts underlying your decision to let them go. All the same, protect your business! The law requires you to have appropriate and clear policies or documentation of employee contracts and termination terms. Present such information to the individual to understand that the situation is fair for his sake and the company.

You Don’t Have to Be in It Alone

As seen earlier, firing an employee is a sensitive, sad, and emotional process. You can never predict how it will end because people react differently to unpleasant situations. HR@Work a HR professional on Cape Cod says, “It would be best to have a dedicated HR representative in your area to help in the meeting or someone you trust.”

Prepare the Employee in Advance

Termination of work or contract should not come as a surprise to an individual. The management should communicate earlier before the very day. Lawsuits are likely to crop up when employees feel they were fired unfairly, off guard, and unexpectedly.