
Firing people…Who likes that?
If you start to enjoy it you should really take a close look at yourself. I’m bringing it up today because I’m just not sure we did our best at it today. What do I mean by doing our best at firing someone? It’s when you avoid having someone leave inordinately upset, feeling blindsided, not understanding WHY they were let go. That just shouldn’t ever happen.
I can give you an example where I didn’t do a good job. The first time I fired an employee I sat down with her in my office. I can’t remember what I said but I’m pretty certain I didn’t follow the process I’m going to talk to you about today. And the next thing I knew she was coming across my desk and we had to call the police!
No one enjoys firing people – neither the employer and certainly not the employee. But it is sometimes a critical part of being a good manager. So let’s talk about firing people well…So you make the experience the best it can be.
The first tip is that it should NEVER be a surprise! There should have been clear concise discussions in advance, letting the employee know where they are not meeting the mark.
Communicate expectations, how they aren’t meeting them, what they can do to course correct, and what time frame
Reiterate those things in writing
Use either what I call the “ugly” written warning form or a clearly written memo/statement
At least follow up the discussion clearly and concisely in an email
Why recap it in writing?
Have you ever worked with someone who shuts down at emotional discussions? I have a WONDERFUL team member - He is really great! But often during serious discussions he temporarily shuts down. His his ears close when there is an emotional discussion. I know this about him and so I try to keep emotion out of any serious discussion we have. And then pause so he can process tough information in his way. But I always recap it in a written form. He’s not unique. People process different ways. So recap any discussion in writing.
The second firing tip is to Script it and rehearse it – for them and for you. Run it by HR if you need to, but script the discussion and the facts. It keeps you from saying something you’ll regret! A firing discussion is not the moment to wing it.
Try to use clear 3 – 6 word sentences – example:
You’re being dismissed today
You’ve been late and absent repeatedly
Despite discussions it has continued
This takes the emotion out
Gives a clear, concise message
Bonus tip 1: Don’t start with a “preamble” like, “I’m afraid I have some bad news for you today,” or “This is not going to be a pleasant talk for you.” That might make you feel better, but it doesn’t help the one you’re firing.
The 3rd tip is Always tell them why.
Can you imagine being let go, losing your job, your team, your income, your way to pay your bills, and you’re blindsided? You don’t know what you did? You don’t know how to fix it-to keep it from happening again? There is nothing more frustrating to someone who’s losing his or her job, your income, your meaning for getting up in the morning. Be prepared with why.
Don’t beat them up with it – just let them know.
“Performance issue” is too broad. Tell them the issue(s).
Give them a moment to process – silent moments are okay
Let them ask questions, explain, deny, whatever they feel.
Pause – stick to your script as much as you can
Write down what they say or ask, so even though you aren’t going to change the decision, you have listened to their comments
If you need to answer other questions remember to keep emotions out and answer in 3-6 word sentences
Bonus tip 2: Don’t say you’re sorry – If you have to apologize then perhaps you shouldn’t be firing them.
What would you want if you were being fired? That’s what you should do.
Of course if you take the time to hire well and train well and you’re less likely to become an expert firer
And if you’re prompt, clear and concise about corrective discussions you’re also less likely to become that expert firer
After all who wants to be the best at firing people… I definitely don’t want an award for “good” firing, but I have followed my own rules a few times and had different results from that first time and the woman who came over the desk at me.
How about you? Any good or bad firing experiences? Feel free to share your feedback Mary@AptDynamics.com!