As an employer, it’s natural to want your employees to stay at your company.
Nevertheless, there may come a time when you have to let an employee go. This is especially true if they aren’t performing well, as it can negatively impact their team.
Whether you’re a new manager or have years of experience, knowing how to let an employee go properly is key to avoiding any unnecessary confusion or conflict.
So, to guide you, we’ve compiled advice on how to let an employee go kindly while still being straightforward and professional.
Advice on How to Let an Employee Go Nicely
Understand the Context of Your Situation
The first thing you should do if you feel you may have to let an employee go is to assess the situation.
It may seem simple, but knowing the context of why you let an employee go is critical.
One factor to consider when doing this is feedback given to an employee. Feedback is given to a worker, so they know how they can improve their work going forward.
Ask yourself:
How often has this individual received feedback from their direct manager? What kind of feedback did they receive?
If your employee has received ample feedback but has not improved, that can be a red flag regarding their performance.
Meet With HR Before You Meet With the Employee
A vital step to take before meeting with a staff member should be meeting with HR.
This meeting can cover your reasoning for letting the worker go. If you are unsure if an employee has violated company policy, for example, HR can clarify.
Additionally, this meeting can also notify you of your next steps if you do decide to let an employee go.
For instance, your company likely has a structure in place for what to do when an office worker is let go. Meeting with HR can ensure that you follow that structure correctly.
Communicate Throughout Every Process
Communicating effectively at work is a key factor in creating an efficient work environment.
From your hiring process to your workplace productivity, talking with employees has a big impact—especially when someone is let go.
While you don’t have to disclose every detail about your decision process, you should be direct.
In other words, when meeting with an individual to tell them they’re being let go, start your conversation off by being straightforward.
Clear communication should also mean that this meeting doesn’t take an employee entirely by surprise.
This meeting is taking place after an employee is made aware that they need to improve and give time to improve, but have failed to do so.
In the end, when you tell an employee they’ve been let go, your points should be clear and direct, so there is no confusion as to why you’re having this conversation.
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Contact TruPath today and receive a search that is custom-tailored to your company’s unique needs.