It is quite rare these days that employees work for a company until they retire. Sometimes the manager has to fire a subordinate, and this can be done on the basis of mutual consent or at the initiative of the employer.
Instructions
Step 1
When it comes to mutual consent, problems, as a rule, do not arise. Call the subordinate for a conversation, explain to him the reasons why you consider his further stay in the organization inappropriate. Most often, the reason is the discrepancy between the requirements of the management and the really existing low indicators of labor efficiency. Inform the employee that leaving of his own accord will be more profitable for him than dismissal under the article about inappropriateness for the position.
Step 2
If the employee does not agree with the given arguments, dismiss him due to the inadequacy of the position. A good argument would be an indicator of an employee's incompetence when your attempts to train him did not lead to the achievement of the required quality standards. Digital proof of this will be the percentage of non-fulfillment of the plan (quarterly, annual, etc.) or the lack of proper growth figures.
Step 3
A good reason for dismissing an employee is being late without good reason. This behavior not only jeopardizes the timely and quality performance of their duties, but also sets a bad example for more punctual colleagues. If a subordinate, despite repeated warnings about the possible consequences of his behavior, continues to be late for his workplace, dismiss him for not meeting the requirements of work discipline. Use the same wording to fire employees who deliberately refuse to fulfill their duties. They disrupt the basic hierarchy of the boss-subordinate relationship and destabilize other employees.
Step 4
In case of reorganization of the enterprise and reduction of expenses for its maintenance, dismiss the subordinate to reduce the staff. In this case, notify him in advance of your intentions. When reducing, keep in mind that you will have to pay him the compensation required by law.
