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Author - Runa Jasia

Terminating an employee is not that easy. Before terminating an employee, the company needs to process it. Termination meetings are challenging, but here is how employers can handle them fairly and legally. There's nothing fun about the process of firing: whether it's giving or getting the news. Keeping bad employees on staff hurts good staff working at the same place. 

If there is a particular problem with an employee, the employer has two choices: either try to coach them and work towards improving their performance or ultimately fire them. Firing an employee can be a costly affair and cause him or her emotional and financial difficulties.

Firing an employee is a sensitive and challenging process that every company has to perform at some point regardless of how high their hiring process is. There are ways to Fire an Employee gracefully. 

Performance reviews:

It's crucial for the manager to give their team members performance reviews monthly. It helps to improve the performance and output of everyone in the team. Appreciating any employee during these reviews can lead to great results. They focus more on improving their quality. Yet there are a few people who don't care about their reports. But it helps in firing an employee as it contains all the work performance review. It is the best way to analyze performance and tell any employee regarding their low performances. This document also helps during appraisal. 

Document all the issues: 

If an employee is consistently making mistakes and not improving their performance, then they must be aware of this fact that they need improvement. Every employee must be serious and dedicated to their job. If considering firing them for performance, start documenting problems and pointing them out to the employee. 

Be Clear With the Employee:

The employer needs to be transparent with the employee on two fronts—while first hiring them and while have to fire them. Communication is the key to solve many problems. The employer must communicate what the problem with their work is and how it could be improved. It must be expressed politely. Even the work of that employee is too bad. Also if there is no scope for improvement. 

Don't humiliate the Employee:

If an employer doesn't like the quality of work of their employee, then they must fire them in a professional way. Nobody has the right to humiliate anyone. If an employer fires an employee, they must treat them with dignity. The employer must always fire someone in private behind closed doors. It's also important to have a witness (manager or any team lead) while communicating these things. 

Warnings:

It's important to take all the actions legally.  An employee review process might help. Be sure that dissatisfaction with any of the employee is not anybody's fault. Does the person understand what is expected? Does the manager treat all employees fairly? If somebody is on the mark with management skills, maybe such motivational techniques such as recognizing and rewarding performance will help. Question employee – attempt to uncover the reason for a less than stellar performance. If an employee is not improving their performance after all the communications and discussions with their employer, they will receive a warning from the employer in a documented form; it may be an e-mail. The know-how to fire an employee is essential. The document attempts to fix the situation.

Do it face to face:

Make sure always to fire someone by communicating the message face to face. Firing someone is always uncomfortable. But it needs to happen in person, the experts agreed. Not over the phone, via email or blasted out on Twitter. Also, it will be a private conversation between the two. It will not be shared publicly by anyone. Just call them and confront the message and give the reason why they are fired from the company. Be polite, don't get angry.

Give farewell nicely:

No matter how much bad a review of an employee is, always give them a friendly farewell. It's essential that no matter why they have to leave, they were the part of an organization just like a family. It will make them feel a little happy at least. 

Don't procrastinate when it comes to firing:

If it gets probation period ends and the employee hasn't met the standards, terminate him or her as soon as possible. Don't let a week go by with everyone wondering what's going to happen. Deciding what to say when terminating an employee during the probation period is simpler as the probation period exists to make firing new employees easier.