How to fire an employee without scandals: basic mistakes and important tips

Alexander Vysotsky - founder of the international company "Visotsky Consulting"

 

How to painlessly fire people? In fact, the issue is complex and painful for many managers and entrepreneurs. Agree, often we think about whether to fire or leave. I will explain why you should not delay the dismissal of an employee, and I will give three main tips for business owners.

 

Dismiss or leave?

 

I think that your company probably has a conditional Vasya, looking at whose work, you constantly think whether to fire him or still give him a chance again. Now, I guarantee you should have fired him a long time ago. Just be aware of it! After all, you see, this idea does not even arise in relation to cool and productive team members.

 

Internal excuses

 

"Time will tell", "Let's wait a little more"... Familiar phrases? And a fundamentally wrong judgment: “We have invested so much in it! Yes, let there be no results, but it's a pity to lose this money. Just understand and accept that you lost that money because of a recruiting mistake. Come to terms with this fact.

 

 

 

Mistake 1. Delay dismissal

 

You need to get fired quickly. If you delay firing an underperforming employee, then you suppress the rest of the team. They think you are the reason, because due to the lack of action on your part, they are forced to work with a person they cannot trust, whom they cannot rely on. Realize they are losing faith in you as a leader. The worst thing is that due to indecision, you can lose some of the really cool and productive employees.

Mistake 2. Not measuring results

 

There is one thing that will help you fire calmly, quickly and painlessly. So that after there were no explosions, accusations of cruelty and unnecessary activity on social networks. To do this, simply measure the results of each employee! Let's say you have an employee in the sales department, as well as a clear scale for measuring results. If you see that the efficiency of an employee is at a microscopic level, then you have an objective opportunity to fire him.

 

In order not to provoke a negative reaction, act gently. Tell the employee that you consider him a good person, mark his diploma and track record. Then refer to the results of his work, specify that they are lower than is accepted in your company, and this is not what you expected when hiring him. Operate with facts, relying on them, report your decision: the employee must stop working in the company in this position.

Don't say this person is unprofessional. Give him confidence that in another company or in another position, his talents can be fully revealed. Do not laugh at the results shown by the employee, because he probably had some success. Emphasize that they are not enough for your company.

Thus, you will kill two birds with one stone: give the person confirmation by praising his personal qualities, while firmly and categorically close the issue of his dismissal.

 

Why an employee might explode

 

Agree, many leaders neglect this rule. Without relying on any results, they declare that a person falls short for unknown reasons. Some begin to openly attack, belittling the individuality of the employee, saying that he is generally far from professional and incompetent.

In doing so, you are entering a minefield. The employee will definitely be upset. He will be negative, take out his anger on the company and personally on you. He will do this because his individuality and integrity have been violated.

 

Three rules

 

First, always accurately measure the results of your employees, then you will be able to operate with facts.

 

Let's confirm his personality and competence.

 

If you are not satisfied with the results, criticize the work of the employee harshly, while maintaining a friendly attitude towards him as

to personality.

 

Why retirement is good

Understand that by firing this person, you make his life better. Agree, when an employee works and has no results, this is a real disaster in which he is constantly boiled. Therefore, do not perceive dismissal as something negative for him, on the contrary, you give a person a chance to change the situation and, possibly, improve his life.

 

There are benefits for you too. First of all, this is the salvation of your team. Remember that underperforming employees have a devastating effect on your team's productivity, even for the most productive players. Be impartial, and then your company will be truly strong!

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