- Posted by Vidcruiter
- On September 17, 2012
- 0 Comments
- applicant recruiting system, automated recruiting, future of recruiting, interview system
Not always easy
Employee termination can be a tough undertaking. It can be emotionally charged and very subjective on the part of the employee. The best way to approach employee termination is to counter it with objectivity, professionalism, and respect. Termination is done for many reasons. It can be because of downsizing, reorganizations, and misdemeanor. There must be solid justifications to make employment termination legal, practical, and fast. Without the right reason employee termination can backfire through the ousted employee’s legal action. Union concerns are also very serious when it comes to unjust termination so be sure to cover for this accordingly.
Build a solid case
If the employee is being terminated for misdemeanor evidences must be gathered, the case built up, and records furnished in the process of terminating an employee. This will make the process painless for both parties. Performance issues can also be a ground for termination. In this case, pertinent documents that support this claim must be prepared. This includes performance appraisals, sales performance reports, and other evidences that there is failure in completing deliverables. In the case of reorganization and downsizing, make sure to explain this on the context of a legitimate business move, a necessity on your to save the business, which is always bigger than a single position or function. The reason why a solid case needs to be built is to steer clear of termination complications which can include litigation. This is something the organization does not want to engage in considering the expense and the risk exposing the company to other issues it might not be prepared to face.
Plan the meeting carefully
Let the employee hear it from you first. This is very important in order to maintain control of the meeting. When planning a termination, be swift and quiet about it. Do not let the grapevine get to the person concerned first. The meeting should be private. But an HR person can be there to witness the meeting. Never terminate over the phone or over a written document. The formality a termination demands can never be addressed by these methods. Be direct about the purpose of the meeting. Get to the point quickly and make sure you make it clear that the decision to terminate employment is final. Present your case clearly and concisely. Provide evidence if you need to depend on the reason for the termination. Do not forget to let the employee air his side, his frustrations, anger, even emotional outpouring.
Give to the employee what he or she deserves
The integrity of the termination will be defined by your willingness to give the employee what he or she deserves for services rendered. Make sure to cover for pension, applicable benefits, and unemployment insurance. Let the outgoing employee sign terminations papers and other applicable documents. Give him time to get back to his workspace and get his personal things. Ask him to surrender company property in his or her possession.
The termination process is difficult and sometimes painful considering the relationship you have developed with the employee over the years. But it must be done, and done quickly and seamlessly.