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No one really enjoys firing an employee. It’s a tough decision for any employer—who has invested time, money, and a great deal of energy—to let a person go and move on. But even if it’s not easy, it’s sometimes necessary.
I offer, then, a few pieces of advice to consider when firing an employee.
Have you ever been the employee working diligently on a project, only to grow frustrated because your colleague isn’t pulling their weight? Ever see another employee engage in activities that hinder workplace productivity? We likely all have. In each of those situations, firing an employee might be the best option to ensure engagement and morale among your other employees remains positive.
Allowing misbehavers and poor performers to stay ignores accountability and everyone else. Other employees deserve everyone to be held to an equal, fair standard. Ignoring a problem because you’re afraid to let someone go is a mistake. It’s important to address a situation as soon as possible, whether through dismissal, a lateral move, or another effective action that resolves the issue.
The Opportunity to Resign
Sometimes, employers like to give employees the opportunity to resign, so the employee can say they resigned rather than being terminated. While this is empathetic of the employer, I see two flaws in doing this. For one, it’s not the truth. Employees (and employers, for that matter) should be held accountable for their actions.
Second, letting an individual resign might actually work against the now-former employee. If an employee resigns, they may be ineligible to collect unemployment or training support from unemployment agencies. I’m a big proponent of giving people the opportunity to receive unemployment when they can.
Is there an “ideal” day to fire someone? I believe it’s Wednesday.
When you fire an employee on a Friday, the remaining team goes home for the weekend concerned about their jobs. They might be concerned about how they fit in at the company, or their own job security. You may have terminated a popular employee, who they will miss. The adjustment is unsettling. Dismiss someone on Monday, and those worries could impact morale for entire week (or longer).
If you act on a Wednesday, however, there are two more days for the team to ask you questions and get reassurance. By the following Monday, things have most likely settled down, and the dismissal has probably become a distant memory for many.
Dismissing an employee isn’t fun. But, on occasion, you have to do it. So, consider this advice when you have to take action. Because ignoring the situation will likely lead to bigger problems—and that’s not good for anyone.
Kate Bischoff is an energetic and enthusiastic human resources professional, employment/labor law attorney, and technology aficionado. She loves HR and wants to make companies better – not just compliant. To read more from Kate, find her HR-related posts here: http://www.ultimatesoftware.com/blog/author/katebischoff/