Employee Dismissal: Unpleasant, But Sometimes Necessary
The most appropriate way is to hold the meeting with the employee in a private sound proof room, preferably without windows, so on lookers cannot get a glimps of what is going. A monday afternoon is a good day to hold the termination meeting. Explain to the employee why he/she is being dismissed with a tone of voice that is calm, unemotional. Answer any questions the employee may have and refer them to HR for further clarification on matters regarding COPA, ect. Allow the employee to say a quick goodbye to fellow workers so long as he/she is acting reasonable and not emotionally out of control.
Alexis,
You make some good points. The private room is important. I also usually try to have a person from HR in the room with me and like to have that person be of the opposite gender from the person being dismissed. That just reduces the "he said, she said" possibility as well as the sexual discrimination problem. HR can then accompany the person dismissed to their office/desk to pack things up. It depends on the reason for the termination whether I would allow them to say their goodbyes. I agree with you on the Monday dismissal. Why is Monday usually better than say a Friday?
Fridays, are not a good day it that it can cause a person to "stew" not to mention, flat out ruin a weekend. Having the termination on a Monday gives the person a chance to get out and start looking for a new job right away.
You are absolutely correct. In the current economic environment, supervisors are being called upon to dismiss employees on a more regular basis. Therefore, learning how to do so in a humane fashion is so important. It is never easy but being caring and compassionate allows the employee to leave with their dignity and respect intact.
Congratulations on completing the course. Best wishes.
Pat
I"m a big beliver in privacy and making sure all employees, and co-workers do not feel ashame or degrated. When dissmissing an employee, it can go either way. You can get a very harsh response, or a setlle response.
I think the best, appropriate and professional way to dissmiss an employee would be privately in an office.
Miriam,
I agree. Dismissals should be done privately, behind closed doors. I have also learned over time to have another person in the room, usually from Human Resources. I would try to have a man from HR in there with me so that gender does not become an issue or accusation. As you say, you want that person to leave with dignity and respect so delivering the message accordingly is important. Be factual in delivering the message. It is never easy to dismiss someone but can and should be done professionally.
Pat
We handle dismissals on a Friday always. Although this is not recommended in this course
management has chosen to do it this way.
A staff meeting is then called to explain and
notify of the dismissal.
Usually two managers sit in on the dismissal.
Recently we had to dismiss an instructor several
reasons. We made the meeting short and to the
point. He was then escorted to his classroom
to remove his things.
This is never a pleasant experience to me.
However as stated in this course it always
provides a better environment for the remaining
staff and faculty.
Salma,
That is interesting that your school has chosen to do dismissals on Friday. Do you know why? I am sure that someone has thought it through and found that to be the best time for your particular situation. Typically, a Monday gives the employee time to begin the job search process immediately rather than thinking negative thoughts about the school/company and himself or herself over the weekend. I like the fact that you pull everyone together so there is a common understanding of what happened and rumors are not allowed to circulate because of failure to share appropriate information.
Pat
I agree completely with this, firing is never an easy task, and people get emotional/angry at this time. So you should deliver this news as professionally and calmly as possible. Ensure you direct them to HR and if possible inform them of resources that are available for helping in job placements, educating or training depending on what they were dismissed for.
Clytie,
Also, make sure that you do your homework before you step into that dismissal meeting. You are delivering the facts in terms of the need to go your separate ways, so have the facts straight and plan for the delivery. The professional and calm delivery that you mention is key to getting the job done appropriately. I always try to have HR in the meeting as well. They can take over on the process of separation--COBRA, severance, collecting keys and equipment, etc.
Pat
I was just faced with this difficult task recently. I wish I had had the benefit of taking this course before that situation arose because there were many valuable tips in the modules. However, without having that knowledge beforehand, I feel pretty comfortable in knowing that by following my instincts, I did a commendable job, although I'm sure it's never a pleasant task.
I lost a lot of sleep over whether I was doing the right thing or not, but in the end I realized that I had done everything I could do to make this a more workable situation. I had talked with the employee several times about what was expected of her. I had relieved her of some of her some assigned duties so she could devote more time to the most important task, which was instructing in the classroom. I had assisted her in locating materials, etc. She still continued to do things that she had been advised against, as well as presenting a very questionable demeanor in front of students.
It's especially difficult in today's economic times when you feel someone is depending on your company for a living and the job market is so limited. However, our first responsibility is to our students, and we owe it to give them 100 percent effort in the classroom.
The dismissal occurred in a private room after others had left for the day; my co-director was present in the room with me; I did it at the end of the day on a Tuesday; the employee was paid through the end of the pay period. I was calm and tried to keep the conference as brief as possible, answered any questions that arose, and told her I wished things had worked out differently.
As this employee was still in the probationary period, we actually didn't need a good reason to let her go other than she just wasn't a good fit. I had been keeping a written log, however, when problems first arose, so everything had been documented, such as directions and goals she had been given and where she did not reach those goals.
All in all, I think I did a fair job for my first dismissal.
Patricia,
Terminating an employee is never a pleasant task but becomes the responsibility of those in a supervisory position. I commend you on the steps you took. Even though it was within the probationary period, you still took steps to help that individual improve her performance and you kept documentation regarding your conversations and expectations. I also like the fact that you had someone else in the room with you when you actually did the termination. That is just a good precautionary procedure should there ever be a lawsuit or dispute regarding what was said or done. Your calm demeanor also goes a long ways in assuring that the employee understands what is happening and what her rights and obligations are going forward. Good job!
Pat
Pat
I find dismissing an employee to be one of the most difficult things a supervisor has to do. I definetly agree that the dismissal should be done privately and on a Monday. And I think that following the saying do unto others as you like done onto you is a great guide to make sure you are treating the employee with respect.
Marietta
I agree with Marietta. Letting go of someone is very difficult because you begin to think of the reasons why that employee was working. Whether it was because he or she has a family to support. The best way is to get it done with not prolong the matter. It should be done in private and ethically.
The most appropriate way to dismiss an employee is always to do it privately and not prolong it.
Marietta,
It is never easy to dismiss an employee so you are not alone in your feelings. No matter how many times you must take this step, it never seems to get any easier. Preparation is key. Even practicing what you will say helps as does keeping the emotion out of the process. Stick to the facts. Dismissal should rarely come as a surprise to the employee if communication regarding poor performance has been occurring on a continuing basis. I also try to have another management person in the room, usually someone from HR, so there is a witness.
Pat
Dolly,
It does depend on your state, but in most career colleges and most states, our employees are employed "at will." We are different than the public education sector where faculty in particular frequently have teaching contracts and a union to protect them. It is still advisable to make certain that the dismissal is performance based with documentation to show the reason. As I said earlier in the forum, the dismissal should rarely come as a surprise. Working with the employee to improve the performance might prevent the need for the dismissal.
Pat
Tania,
I agree with your response. You also want to make certain that you are prepared to deliver the message that the employee is being dismissed. As I have said before, a dismissal rarely comes as a surprise if we as supervisors have done our job. Usually, the dismissal is due to poor performance. If we have worked with the employee to improve performance, we might be able to avoid the dismissal altogether. I also recommend having another person/supervisor in the room as serve as a witness should their ever be a need to prove what was said or done.
Pat
Pat
I agree when dismissing an employee it shoulkd take place in a private office and I will have a second person in the office like the human resource person to avoide any missinterpretation and explain to the employee why he/she is being dismissed.
I think that dismissal is not easy but some time is very necessary.We do not have to be agressive or unprofessional.We also have to be with other person in the room .You should recomend other ways to where they will start their live and some suggestion to avoid their bad behave.
