If you have problems with a bad employee, the solution may be to fire him or her. This decision can be painful for the employee and put him in financial difficulties. However, in some situations, it may be the only possible one.
Instructions
Step 1
You must take care in advance that the employee does not have an overestimated set of expectations. Before hiring a new employee, talk to them about the set of rules that apply to your company. Warn that violation of them may result in dismissal. Do not wait for the employee to begin to violate them, he must understand what responsibility he takes.
Step 2
Another way to make the possible termination of an employee less painful is to conduct an annual or quarterly assessment of his work. Regularly discuss with him his mistakes, tell him what he needs to correct in his work. If necessary, send the employee to refresher courses. Try to keep a record of your conversations so that you do not have unnecessary questions in the future. If it comes to dismissal, the employee will be aware of why this is happening.
Step 3
If you decide to fire your employee, it is best to explain to him exactly what you are firing him for. Always document the decisions you make about the worker. For example, if disciplinary action was taken against an employee, indicate the reason for it, whether the employee admitted his guilt, etc. Also make a list of the changes the employee should make to their work. Set tight deadlines for meeting these requirements. Write down which of these changes were made and which the worker ignored.
Step 4
Prepare your company to fire an employee. Look in advance for a replacement in its place. Be careful, perhaps the employee himself is dissatisfied with the place of work and is looking for similar vacancies in other companies. If he discovers that you are looking for a candidate for his place, he can sabotage the work in every possible way or start giving out company secrets to its competitors.
Step 5
Having done all the preparatory work, call the employee into your office and quickly inform him that you have decided to fire him. Try not to drag out the conversation with long explanations, so you will only torment the employee and yourself. You already have a documented set of reasons for leaving. At this point and with this approach to dismissal, the employee should not have any questions for you. If they do occur, tell them to put everything in writing. The less you talk, the better. Do not under any circumstances allow a dispute or any discussion on this matter.
Step 6
If you see that an employee conscientiously performs his work, but at the same time does not cope with his duties due to the lack of the necessary skills, you can make a recommendation to him, indicating the positive aspects of his activities. Thank him for his cooperation and wish him success in your future work.
