It is Easy to Destroy The Trust With Your Employees

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It is Easy to Destroy The Trust With Your Employees

However, before you take the leap into termination, there are some things you need to keep in mind. Here are a few of them:

1. Have Documentation Ready –

Make sure that all prior performance issues have been documented either in performance reviews or memos. Next, determine if any of these issues have been corrected and by what specific time.

2. Keep Your Emotions in Check – This isn’t the time to gloat or get angry with your employee regarding their performance. Instead, maintain a strict business-like tone and move forward with why you’re meeting with them. You don’t want to give the person false hope that they will be able to correct their mistakes.

3. Illegal Discrimination –

Never let your personal feelings towards a certain group of people influence your decision. If you fire someone because you don’t like them personally, or because of their race, age, or religion, then guess what? It’s illegal, and you can be sued.

4. Retain an Objective 3 rd Party – If possible, hire a professional third-party consultant to sit in on the actual termination meeting with you and your employee. The person should not be someone who works for your company, but rather an outside consultant that will act as unbiased fact-finder to make sure that proper procedure was followed during the process. They will also be able to give you pointers on how you can improve your overall management style, which leads me to my next point .

5. Make Sure Your Management Style is Working –

Most managers are so caught up in hiring and firing employees based upon their personal preferences that they fail to realize that their management style may be the problem. If you have a bad habit of abusing your employees with insults and threats, then that will come back to haunt you. Not only will it make for an uncomfortable termination meeting, but it could end up causing you some very serious financial problems if you’re ever sued.

6. Consider This An Opportunity –

As hard as it may seem, try to look at this entire situation as an opportunity for you to improve yourself as a manager. Take the time to sit back and write down all of your management strengths and weaknesses. Then work on improving upon those issues that are plaguing you.

On the surface, firing someone can sometimes appear like an easy task. But the truth of the matter is that terminating an employee can be a very difficult and delicate process, especially if you have come to think of them as a ‘friend.’ But by following these six simple rules, I am confident that your termination meeting will go much smoother than expected and help you improve your management practices for any future employees that pass through your department.

Contact us on WHATSAPP for quick response. You can also start a LIVE CHAT session to place an order without any hassle. We recommend you to contact us even after placing the order using our forms.

Disclaimer: Services provided here are only for Novelty, Education and Entertainment purposes only.