How to Fire Someone Without Being a Complete Jerk
Dismissal is destructive . Hell, even an unexpected invitation to a meeting can be intimidating for an employee if their mind wanders to the possibility of being fired. While this experience is hard on the person being fired, it can also be hard on the person making the layoff, especially if the decision is beyond their control. If you’re ever in a position to let someone go, here’s how to do it without being a jerk.
Be direct and get down to business
Make an appointment as soon as possible to avoid giving the departed employee time to lament about what’s going on. If your company is conducting mass layoffs, you will have to file a notice under the Workers Change Notice and Retraining (WARN) Act, and if your company is large enough or noteworthy, upcoming layoffs may be in the news. Don’t let employees find out in this way; it’s not fair. Be decisive to avoid prolonged anxiety. (If news of a layoff does leak among employees, call a company meeting immediately. This happened at the company I worked for, and while it sucked to find out people were being laid off, it’s best to have confirmation and don’t panic over the rumors.)
Don’t take shots at yourself and don’t spend too much time talking about it. “One of you has a job and the other doesn’t,” said HRUTech ‘s Tim Sackett, author of Fixing Talent: An Executive’s Guide to Hiring Outstanding Talent . You may be worried about coming across as a complete asshole, but there’s a power imbalance going on here that you can’t change, so don’t try to over-correct and be too good a guy. Sackett added: “Do it quickly, but not so quickly that it feels impersonal. We are trained to work with staff to enter and exit terminations. Speak only the bare minimum.
Even if the other person becomes defensive or upset, keep in mind that they are going through something hard that will really affect them while you keep going back to work every day. Let them speak within reason, but know that this has a better chance of success if it’s not a surprise. You should have regular meetings – or at least conversations – with employees so that they know where the company is financially and where they stand in terms of their performance.
“People are surprised they get fired because no one had the simple courtesy to sit down with them when their work wasn’t up to par and actually try to help them fix it,” Sackett said.
Make it easy for them to get resources
If the loss of a job is due to a layoff, it is likely that the company may offer some sort of temporary benefits or pay package to those who are leaving. Have this information ready when you meet with any affected employee. Contact Human Resources, find the best point of contact for those who are losing their jobs, and if possible, put together a folder of information they’ll need for what’s next, whether it’s turning in their computer or receiving severance pay. .
If you live in a state where unemployment benefits are available to people who are laid off, print out a sheet with information about how they can apply for benefits. These small actions can be very rewarding, especially for those who are shocked by the fact that they suddenly find themselves without a source of income.
Sackett called the layoff “a traumatic event for the employee”, explaining: “You take away their livelihood and there will be emotions and most likely you will be hated. This is part of the job of being a leader of the people. You take it, behave respectfully, and offer whatever help you can in their transition.”