Firing an Employee: All the Things You Need to Know | HRMS Software

Firing an employee brings difficulties for both managers and the company in general.

This is usually the most difficult part of the work process as no business task or problem carries such an emotional load from the point of view of the well-being of the team.

Let's face it, no one likes firing their workers, we are social creatures after all, and maintaining balanced relationships is part of our nature. This is especially true for startups and small businesses where, being a small team, they all know each other all too well. However, it is true that you do not create a business to see it collapse due to the wrong behavior of an employee. Knowing how to fire is therefore a leadership skill that you must know how to master if you want to be successful.

When someone is fired, two aspects must be taken into consideration: the administrative aspect, relating to the procedures dictated by the company's policy and law, and the relational aspect, which concerns people and their relationships.

Administrative aspect

From a business point of view, the layoff process is similar to all other internal processes and as such can be improved, optimized, and documented.

The administrative aspect is not the difficult part for managers, because once documented, it is possible to follow a clear and simplified plan step by step that leaves no room for doubts or interpretations. Administrative processes ensure that rational thinking prevails and that the interests of the company are protected. However, there are many cases in real life where corporate policies have failed against their creators.

So here are some tips to minimize legal and business risks:

- Engage HR

Leaders are often taught how to fire their workers, but that is certainly not their primary function. They have to guide, inspire, empower, and assist so it's normal to feel a little intimidated by the layoff process. It would be best to involve an expert who has the skills and preparation to handle complicated situations such as firing. The only person with such characteristics within the company is a human resource (HR), employee. Human resources staff will provide you with the necessary guidance on the legal implications and take an emotional burden off your shoulders.

- Document everything

When it comes to firing, put your right brain aside and focus on what your rational mind is telling you. Although face-to-face communication is crucial for both the employer and the employee, it is very difficult to predict how things might go. It is good practice to keep all documentation, e-mails, and notes in writing. Everything that is not written does not exist. Don't be worried about going to court, but always be prepared for that.

If poor performance was the main reason for your dismissal, a list of incomplete assignments on HRMS Software can justify the reason for your decision. Additionally, this feature will make the transition process easier for the team and the new employee.

After talking to the employee, you need to make sure they no longer have access to the shared system and company archives.

- Plan ahead and automate the process

Do you have to fire an employee and fear you might forget something? There is no need for long to-do lists. There are more effective solutions that will make the dismissal much easier. Just as you can automate the project management process, you can also automate the layoff process by setting the right business workflow process on HRMS Software.

Relational aspect

Now that you know the administrative part of the process, here are some tips for the relationship part:

- Make sure you've done your best

As an employer, you need to be aware that it is not you who makes the decision, but the performance of your employee. If you went to great lengths to try to improve his performance and there were no noticeable results, it means that your employee was not interested or simply was not suitable for that type of job.

- Act quickly and be direct

Managers often regret postponing the decision but are happy when they act. However, that doesn't mean you need to fire as fast as possible. You need documents and written communications before starting the real talk. Ruminating about firing someone will impact your performance as a leader and can hurt that of your team.

- Be compassionate

Being fired is a terrible experience for employees. It is not easy to face the prospect of a jobless future and it can be traumatizing to share the news with family and friends. So put yourself in the employee's shoes and try to imagine how you would like to be treated if you were in the same situation. Show them that you care and that it's not just an assignment to cross off your to-do list. Also, if the reason for the dismissal is not the employee's performance but the wrong job, propose to write letters of recommendation.

- Stay calm, relaxed, and composed

Firing someone is an emotionally exhausting experience, but it doesn't have to affect your business. It is normal to mull over the fact for a day or two, but make sure that guilt doesn't prevail over your passion for business, keep a balance between sentiment and visualization of a clear business-oriented perspective.

To conclude

When we have to let a person go, we usually feel guilty. These feelings, heavy as they may be, indicate that you are a good manager. There are many managers who have no compassion for their team members and people don't want to work for them. There are also those who worry too much about the happiness of others and put the future of their company at risk. True leaders can focus on both what's best for their business and what makes their employees happy.