How to Fire Someone Without Feeling Guilty

If you are a manager or supervisor, there will inevitably come a time where you have to terminate an employee. Try as you may, firing is unavoidable if you are going to have the best staff that you can. Some firings are obvious---such as the case with a disrespectful or thieving employee. Others pose more of a dilemma. For instance, a well-meaning employee just may not be the right fit, even after repeated attempts to help him improve. If you follow a certain set of rules and procedures, there are ways to cut ties without feeling guilty.

Suggestions

1. Employ a communicative style that incorporates much feedback. Ideally, the employee being fired should not be surprised by the turn of events. Granted, some scenarios call for little or no warning for termination, such as stealing. As a rule, however, there should be ample opportunity for him to realize his shortcomings and correct them. Document all evaluations and reprimands, as these are useful if he chooses to file for unemployment.
2. Fire the employee at the soonest possible moment that you make your decision. In most cases, a terminated employee should leave immediately. Decide what time of day you will meet. Have the talk in private, as his dignity should be respected. Get to the point quickly. Be prepared for a debate and questions. Do not debate your decision. Have notes about what you'll say but do not use a script.
3.  Listen to what he says after you give him the news of his firing. He has a right to express himself to an extent and vent after hearing that his services are no longer required. Be empathetic. This is about the fired employee, not about you. According to Manhattan psychiatrist Paul Browde, part of a supervisor's job description is to learn to listen to the employee's anger and permit him to express himself. Prepare yourself for the other extreme, which is prolonged and awkward silences. Go with the flow and don't try to force conversation; let the terminated employee take in the news.
4. Thank him for his efforts and service and let him know that it's not personal. If possible, offer to give him a reference in the future, if permitted by your company. Just because he wasn't the right fit for your company doesn't mean that he won't fit in somewhere else. Tell the employee about his strengths. Suggest related businesses or industries where he might apply. This helps the fired employee, projects an empathetic image and can help you feel that you did your best.
5. Explain his final compensation, when the firing takes effect and when his benefits end. Explain the COBRA program where he can purchase benefits for a period after termination. Refer him to Human Resources.
6. Take notes on what was said. This is important for legal reasons. It's also important to help clear your mind of unpleasant details that are a critical part of management yet can affect you personally.

Tips

• "INC." magazine offers these tips:
• Use the dismissal as a way to strengthen teamwork among other employees.
• Respect the fired employee's privacy when you make an announcement.
• Ensure that your staff perceives that this is fair.
• Remind your staff that this keeps the best interests of the team and company in focus.
• Tell your staff that the company values accountability and trust.

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