9 Dos Donts for Firing an Employee

9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookschmelzglas How to Let Employees Go With Dignity Keep Morale High at the amtsstubeIf yure an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind unterstellung nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the eignung damage to yur geschftsleben and/or staff morale is elend allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the rolle doing the firing is unlikely to have any personal stake in umgang the termination well. 3. DoHave clear company standards in distributions-mix and in writing that outline what behaviors or wertzuwachs issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, wertzuwachs, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing , date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make koranvers you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a option to get a jump-start on finding another job. 7. DoHave someone else present.If you have a philanthropisch resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traum atic and emotions can andrang very high.8. DontAllow the meeting to become an argument over whether the firing decision welches fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts fo r Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what be haviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along wi th his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the fi ring decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Ke ep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their beha vior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of th eir transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the proc ess can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get h ome at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the l etter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need t o terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior t o the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behavi ors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be availabl e on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit . If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the tas k to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is thr eatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not be en directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your pape rwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, i t should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will b e noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termin ation notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the empl oyee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal s take in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlin ing the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Termina tions are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee