Certain circumstances may cause you to rethink your current organisational line-up and let go of some people in your team. Staff members performing poorly at work, acquisition or merger that may result in redundancy or financial difficulties or disasters that force businesses to downsize. Firing an employee is not always easy and may sometimes be unpleasant.
However, business owners have to face the situation and deal with the difficulties for the good of the company and the people who will remain in your organisation. How do you go about letting go of an employee?
Check the laws and confer with your HR
Consult with a legal expert or refer to your local labour laws to avoid complications and ensure that everything is done appropriately. If you have a Human Resource department, empower your HR team and let them take the needed actions. Make sure that you process everything by the book.
Review the documents and assess the situation
You need to have a basis for why you need to release someone from his position or spot in your organisational structure. Make a decision that is backed up by data, so make sure that proper documentation is in place.
Plan the transition process
Before you start the ball rolling, plan out how to go about with the process. Do you need to issue a warning first? If the option is clear to fire the employee, have a checklist of what needs to be done and the crucial steps that must be taken to ensure a smooth transition of tasks and responsibilities. Include in your plan on how to avoid or lessen the negative impact of your decision on the business and the team.
Talk privately with the employee
The person concerned may not be able to fully grasp why you have to let him go. To prevent hostile scenarios, speak with the employee in private. Stay on the course and be direct without being antagonistic. There’s no need to sugarcoat things as well, but be diplomatic when you have to explain the whole picture and lay down the next steps.
Carry out changes and adjustments
The next step is to secure your company’s assets and information, which has to be explained thoroughly to the employee leaving your organisation. Also, you need to have alternatives when the position is left vacant to ensure that there is no void in the work you render to your clients and customers. Discuss with your other team members on the next steps to be taken as the employee turns over his responsibilities to the remaining staff.
It is often a sensitive issue to let go of an employee, regardless of the circumstance. The last thing you want is for emotions to run high. Don’t let tension take control of the situation. If a third-party or a consultant is needed to manage this scenario, tap into the expertise of those who the capability to do this. Don’t drag the situation too long and don’t delay the process. Settle things peacefully, learn from the experience and move forward to other important matters in your business.