So it’s come to this. A rule’s been broken. Disciplinary procedures haven’t resolved the situation. There’s no avoiding the difficult conversation that’s about to begin.
You have to fire an employee.
Take a deep breath, because we’ve got your back. Over the past couple weeks, we’ve been looking at processes any organization can adopt to reduce the pain, anxiety, and legal risk associated with letting an employee go. So far, our termination best practices series has touched on steps to take before there’s an issue as well as what to do when considering termination. We’ve learned that the best way to handle terminations is through a systematic approach—not only because it supports your managers during emotionally fraught conversations, but because it provides your organization with documentation in the event of a wrongful termination claim.
Today, let’s take a look at best practices for conducting the termination meeting:
As I indicated above, terminations are a process. Fortunately, we’re almost at the end of the process. In the next article in this series, we’ll discuss post-termination best practices and how the right follow-up processes can improve employee retention—so you have as few difficult conversations as possible. Until then, make sure to learn all about Compli’s termination initiatives and manager training solutions.
Termination Best Practices
While we hope you never have to rely on this cheat sheet, the reality is that terminations need to happen from time to time. Get this cheat sheet to learn how to protect yourself from wrongful terminations.