Life as a manager seems sweet sometimes. You get the extra week of vacation. Your subordinates laugh at your lame jokes. You have first choice of donuts.

Sadly, all of these benefits can be offset with a single employee firing. Whatever the reason (downsizing, corporate restructuring, or a genuinely-earned canning), letting go of an employee is the most stressful task most managers will endure in their careers.

First, ensure that you're doing the right thing. It sounds strange, but being confident that you're taking the correct action will set the tone for everyone involved (and allow you to sleep at night). Ask yourself the tough questions like "What is the goal of this firing?" and "Is this the only way to reach this goal?"

If the employee is being let go because of financial cuts, ensure that all other avenues of fiscal responsibility are explored. This will let you be honest with the employee when you explain this was a last resort.

If the employee is being let go for poor performance, make sure that you've taken clear steps weeks or sometimes months in advance to inform them of the issue and give them both opportunity and support to correct issues. Your goal is to make sure that this is a drastic measure and not a surprise to the employee.

Second, don't go it alone! Prepare in advance to have a Human Resources representative in the room, and an exit strategy for the meeting. Prepare all documentation (i.e. letters of recommendation, ROE, or severance packages) before hand.

Ensure that you have an escort (not yourself) to assist the employee with gathering their personal effects, and be prepared to offer external counseling or even a cab ride home if you think the employee will become emotional.

Third, be quick, concise and to the point. If you've done the first two steps right, you genuinely believe you're doing the right thing, you have concrete reasons, you're prepared, and you've got support systems in place. As with tearing off a band aid, its best if you do it quickly.

If possible, conduct the firing in a private room, outside of normal business hours - in the early morning before other employees show up is best.

Give the reason for the firing calmly, but do not invite questions, which may lead to debate, and in turn an argument. Offer to field the employee's questions in writing at a later date if necessary.

Your goal should be to exit the room in under 3 minutes, leaving the HR rep to explain any necessary paperwork and hand the employee over to the escort. If possible, leave the area entirely to avoid any confrontation.

Finally, empathize with the remaining employees, who are likely to be apprehensive and shaken up by the letting go of a peer. Prepare a short simple explanation of the decision for them, and offer to field any questions privately, before the rumor mill gets out of hand.

Now, take a deep breath and go home with a clear conscience. 40% of all employees report having gone on to better careers elsewhere after being fired, and you may have done the employee you just let go a favor. It's a tough job, being a manager, but you have to earn those donuts somehow.

Learn more about this author, Sharron Jones.
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