Employee Termination Processes
Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.
Placing an Employee on a Performance Improvement Plan (PIP) Before Firing
An employee performance improvement plan (or PIP), also known as a performance action plan, is a great tool to help employees that are struggling with performance, while still holding them accountable for their past mistakes. A PIP can help managers and employees determine a pattern of performance and can identify areas that may need more improvement than others. Through feedback and one-on-one communication, PIP should guide the employee toward the right track and away from any poor performance and inappropriate behaviors.
The first step to creating an effective PIP is to establish why the PIP is being implemented and what the employee should gain from it. Typically, PIPs are put in place when an employee is performing poorly. The PIP should be specific as to what areas need to change or improve, and should provide an outline to guide the employee. The manager should discuss with the employee why their performance needs to change and what will happen if it does not.
With our Employee Termination course, you will begin to see how important it is to develop a core set of skills when you find yourself in a situation where you have to let an employee go.
- Create employee performance plans
- Identify employees who should be terminated
- Establish effective termination meetings
- Know the “Do’s” and “Don’ts” of firing an employee
- Be able to conduct exit interviews
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