How to Ready, Aim, Fire Someone (Part 3)

Pink slipThis is not the most enjoyable subject to discuss, but a necessary one. Many of us have had to fire others or have been fired ourselves. It’s never a very pleasant experience. All the more reason to do it correctly.

Cut to the chase
FiredIf you’ve done what I recommended in Parts 1 & 2, you’ll be able to make this step relatively brief. Be ready, certain and strong…cause it might get ugly. Sometimes it will be yelling and sometime tears. So don’t allow yourself to get caught up in avtsunami of emotions. As I mentioned before, have another manager in the room with you. You never know what’s going to go down. Document exactly what is said, in case you run into problems later. Truthfully, if you’ve laid out the expectation, given honest reviews, and the employee failed to meet the requirements, then a termination won’t come as a surprise.

Fired 21. Make it quick. Plan out the details – will there be severance pay, when’s the last day or shift, returning company property, insurance concerns, vacation payout, conclusion of benefits, what will be said if there are future inquiries (careful what you say here), etc.
2. Let the employee know “it’s for cause.” They should already know that they fell short of what was detailed in the performance review and had this coming. Again, don’t waiver once you’ve made the decision.

Pretty simple stuff, when you take the emotions out of it. Not easy to do though.

If you have any questions or comments, or interested in a consultation,
please write them below or email me at


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