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The key to handling any difficult conversation successfully is to avoid procrastination. The longer you delay taking action, the harder it becomes. This is why it is so difficult to fire someone. Order a copy of Difficult Conversations and you’ll get a step-by-step template to help you navigate all of your most difficult conversations, including how to fire an employee. Don’t delay—order today and you can start reading right away!
One of the hardest things you will ever have to do as a manager
is to fire someone. Even great
leaders sometimes struggle with this. It’s an unpleasant
task that requires an extremely difficult conversation.
Joel’s ebook, Difficult Conversations, provides steps you
can take to make it easier.
How to Fire an Employee: 4 Steps
- Act quickly, but be prepared. If things
are not going well, the employee knows it, even if only
subconsciously. The longer the situation drags on, the
more uncomfortable it becomes. One of the things that
a good leader great is the ability to make decisions
quickly and confidently. Once you have your notice and
severance structure in order, write out a script for the
conversation. Rehearse it with a colleague and keep a
sheet of bullet points in front of you so that you won’t
forget any important points. Schedule a time with the
employee and get straight to the point—no small talk
- State the facts. Whatever the issues that led to the termination,
you should have documentation in writing. You don’t need
to recite an entire laundry list of failures, but you
do need a written record in case the employee questions
your decision now or in the future. An accusation of wrongful
termination is a problem you don’t need.
- Show compassion. Your employee undoubtedly
has some positive qualities or you wouldn’t have hired
her in the first place. Now is a good time to let her
know the things you do value about her performance. Also,
provide her with support that will enable her to move
on to what’s next for her, once the initial shock has
subsided. If you know of other career
opportunities that might be a good fit, this would
be a good time to bring them up and offer to write a positive
- Be a good listener. Obviously, this is not going to be a
one-way conversation. The employee may have reactions
ranging from denial to rage, so be prepared to work through
these emotions with her until she can begin to be open
to new possibilities.