by Dolores Moore

Created on: March 23, 2009

Firing someone is a serious issue, especially in today's economic climate. If this step is unavoidable, then every care must be taken to do it correctly. The reason why a person is to be fired will dictate how an employer approaches letting them go. The company may have to downsize to save money, so cutting jobs may be the only way available. The worker being fired may not be capable of doing the job, so firing them needs sensitive handling. Or, in the worst scenario, the person has continually behaved in ways contrary to the company rules and must be fired. Looking at each of these reasons, though there are many more, may help in deciding just how to fire someone.

If the reason for firing stems from economic necessity, make this clear to the person. Assure them that they and their good work have been recognized and appreciated. If possible, add something extra to their final paycheck, along with a promise of re-employment if work picks up. Provide them with as good a reference or testimonial as possible, and part on good terms. Carry out the interview in comfort and privacy, no matter why the firing is taking place.

When firing someone who has proved incapable of doing the job, it will be necessary to have given them training and support before reaching this decision. They should also have been informed each time they did not meet requirements, both verbally and in writing, depending on the local employment legislation. Performance and review records should be kept and used as evidence for having to fire the person. Try to make this a positive experience by assuring the individual that a different job role would be to their advantage. Perhaps a few suggestions, or even job contacts could be offered to soften the blow. A good employer will not only care about his or her business, but about the workforce. Sensitive handling of this tricky situation will prove beneficial for the employer's reputation.

Finally, firing the employee who has proved untrustworthy, destructive, lazy, or whatever form their misconduct has taken, requires a cool head and some safety measures. Again, all legal issues regarding warnings and evidence of misdemeanours need to be part of the firing interview. Because there may be animosity, it would be wise to have another member of the management team present. Ensure all final payments and paperwork are prepared before conducting the interview, so that it can be a fast, efficient process. Staying cool and refusing to be drawn into arguments or responding to insults is a definite must. If necessary, have security staff ready to escort the person off the premises as soon as they have been fired.

No matter why employees have to be let go, each case is ultimately going to have a negative impact on someone's life. By bearing that in mind, employers will be able to decide and implement the best way of how to fire someone.

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