are many reasons that make it
necessary for an employee dismissal.
unpleasant as the
idea of employee
dismissal might seem, business owners
Resource Managers can
approach it in a well thought out way to
the negative feelings
associated with “letting people go.”
Some of the reasons for employee
dismissal are circumstantial.
* Business and technological changes in
recent years have made it
employees to develop new skills. There
where some of those
employees either cannot master the
simply refuse to do so. That
brings the business owner face-to-face
with the need to eliminate a problem
they cannot solve in any other
* Downsizing is a business need that
businesses both big and
small. Asian countries such as Japan
had to learn the lesson
today’s global economy with all its
changes, the day of
“employment for life” has become
* Automation that replaces people in
the workforce is also a reality
age. Labor-intensive tasks cannot keep
pace with automated
businesses must stay abreast of the
times or go out
of business altogether.
Unfortunately, this fact produces the
need to reduce the workforce.
And those are the easy ones--some
employee dismissal is distasteful.
* The employee is not doing his or
her job for whatever reason.
It is one
of those situations that nobody likes
to deal with, but
left alone it will not
get better all by itself. There is a dire
need for the manager to take
* There are times when an employee
becomes a liability the business
afford to support. For example, a
refusal to wear protective
smoking in undesignated areas, or
after repeated warnings
misconduct create situations where
dismissal is the eventual
much is "worker tension" costing your company?
Terminating an employee tips.
Just as in a court of law, you need to know what to say when terminating
an employee. If fact, a court of law may be where you find yourself
if you have not planned you words carefully. The odious task of terminating
an employee in is not a pleasant experience and you will need to
think it through and prepare. This is especially true if you are
firing the employee who “for cause” (intoxication on-the-job,
sexual harassment, physical and verbal abuse, theft of company property,
and the like).
Before you say anything at a termination meeting, you should mentally
prepare. Get control of your emotions allowing for a “cool
down” time before continuing with the termination. It might
be a good idea to jot down a few notes to remind you of what you
plan to say. These notes with your termination letter should guide
you through the meeting.
What to Say When Terminating an Employee in the Final Meeting
After that you call the employee in and begin the final meeting.
Remember you must be clear, emphatic, and direct. If you are terminating
the employee for drinking on-the-job, for instance, do not beat around
the bush. “John, yesterday you were observed drinking while
at work. You know this is in direct violation of company policy.
The rule is the same for everybody, so I must terminate your employment
In your planning, do not fail to consider the employee’s character
and personality and prepare to handle any situation that may arise.
Always keep in mind that how you say something is as important as
what you say. Firmly, but directly, ask for the return of all company
property (like keys or security cards) the employee may have in his
possession. Give him at least thirty minutes to clean out his personal
property and it is acceptable to have him do that under observation.
What to say when terminating an employee carries with it the need
to know what to say to the other employees. They will need to have
some reassurance from you that their jobs are not in jeopardy.
Another consideration would be the customers or clients the terminated
employee may have dealt with. Let them know the employee is no longer
working in your establishment but assure them they can expect the
same quality service they are used to. Terminating an employee has
far-reaching ramifications beyond seeing the back of the person leaving
your building and knowing what to say when that process becomes necessary
is an important matter.
problem employee said after we fired him "what took you
so long". He's right. Here's what we should have done.