How To Dismiss An Employee The Right Way
It’s uncomfortable for everyone involved, but unfortunately dismissing employees is a necessary part of running your own business or having a managerial role.
There are a number of different reasons why you may feel the need to dismiss an employee, so whether it is because of their performance, attitude or the fact that they don’t get on well with the rest of your team, it’s important that you go about the process in the right way to both comply with the law and to ensure that there are no bad feelings between yourself and the person that you are letting go of.
Read on for our top tips to dismiss an employee in the right way.
Use probation periods well
Always include a probation period when taking on a new hire.
A probation period is a chance to assess the employee in the role and means that you have no obligation to keep the person on legally.
These periods can be set at different lengths.
Most companies choose either three or six months, which is a good amount of time to get a feel for the person and whether or not they are able to live up to expectations and do the job well.
Be clear about the dismissal
When it comes to terminating a job contract, honesty really is the best policy and there’s no point tiptoeing around the truth to try and avoid hurting people’s feelings.
Be clear about the reasons behind your decision and ensure that the conversation is as open as possible.
This will also be beneficial to the person that you are dismissing as it will give them an idea about their own personal problem areas.
Your constructive feedback may help them to find another job that is better suited to them and their abilities or address any issues that could prevent them doing better in their next role.
Follow the right procedures
It’s imperative that you abide by what the law dictates in this circumstance or you could find yourself in a position where a person could sue you.
Firstly, you’ll need to explain in writing that you are thinking about ending their employment.
Next you should invite them to a meeting where you can discuss this and give them an opportunity to make a case or defend themselves.
After this you’ll need to come to a final decision and give them a chance to make an appeal.
You should always lay out your disciplinary procedure in your staff handbook.
Don’t discuss it with other workers
In offices and any other working environment, bad news travels fast, so if you start telling people it’s likely that the message could be passed on to everyone.
This is really unprofessional and is likely to leave bad feelings, so keep the situation to yourself.