And, of course, you could always try mentoring the employee before having to fire him. You know, explain that if he does not do so and so at a quality level of so and so, then he'll have to go. Be honest, kind, and direct. Set milestone goals, and track his results.

What you DON'T do is blindside your employee while they are dealing with a sibling who has Stage 4 Cancer. I notified my employer as soon as I found out my sister had cancer, and said that when the time came, I would need to be with her in another state than what I worked in. When the time came, they told me I couldn't leave under FMLA(although they had said they would set up the paperwork) as siblings aren't covered. When I left anyway, they termed it as job abandonment, when it was really

Just watch the movie Moneyball. Do it exactly like that.

This topic is a load of crap. I'm an elderly about to retire widow that deserves to finish my tenure and live out my golden years with as much money as I can comfortably get by with and your bottom line will ensure I ****** out my nearby ****** eating as little as will sustain my miserable existance so feel free to let me go. Or, i'm a perfectly employable young man with a wife and young child that are both relying on me to provide a reasonable ****** for, and you must cut me from your completel

I don't agree with some these recommendations. Nice or not, you're FIRING the employee. Show him or her a final gesture of respect by cutting right to the chase. If you lead off with positive remarks and highlight areas where an employee added value to your company then you're going to ultimately sound patronizing and/or disingenuous when you lower the boom. If progressive disciplinary action has taken place (as it should in these situations), then there's no reason to beat around the bush bec

Good managers makes any person a good employee, if you need to fire someone you also failed as a manager, enuff said.

After a great review, scoring excellent in 10 out of 11 categories, and the next best highest in the 11th, given a bonus and raise, I was "brutally " fired 90 days later-in those 90 days, I had completed the build out of a new office, had an EMR that guaranteed the first $$ without cost to the practice, upgraded in areas, and still continued with day to day management--I was with the company over 11 years and turned 61 two weeks before I was fired. We just moved to the new office, I wa

I have spent 30 years running an outplacement and career management practice, and I strongly disagree with the comments in the article focusing on firing an employee. When terminating someone, it is not prudent to compliment them on their performance unless the termination is due to a corporate downsizing/restrucuring. You do not need to denegrate the employee as a person, but the rreasons for the termination need to be presented in a fashion that legally protects the company from adverse ac

U don''t have to fire him, the normal thing is to humiliate them so much, that they go find another job....or is that just my experience?

That sounds reasonable if your immediate supervisor isn't unstable and provides few guidelines about how to do the job. It's almost impossible to respect any feedback from someone who is a moody, micro-managing, unprofessional individual who thinks they "own the store" (program), so to speak. The problem wasn't about niceness or not- it was that I didn't recognize that there was no way I could perform up to the ever-s

I liked this answer because I believe it did show a lot of empathy for the employee. I think Toddi is right on that many conversations should have already taken place and from that I would think that mentoring and further training had already been discussed and/or already been done. Having a nice, integrity based employee that shows up for work and is conscientious about their work is integral to any business or organization. An employee that "gets things done," but is ruthless or devi

This sounds like more mumbo jumbo HR ********* Cmon, Really, no wonder we here about disgruntle employee's coming back and shooting up the place, it prabably because of idots like you or managers that don't know how to manage. It amazes me how many people are in a supervisor or managment postion and are clueless about working with people and have know people skills whats so ever and got the postion becasue they knew a buddy or where friends with the person doing the hiring. I see it so many t

It is good to stress the positive, but sometimes leaders focus too much on the positive and then the employee is confused on why he/she is being let go.

The only time that I got fired in 37 years of working was by a Manager from India who replaced me by someone from India! Have worked the next 6 years with no problems.

Having been there, I can tell you that the least said the better. Nothing you say is going to make this a plesant experience Be honest and get to the point. That I say from being there.

PETER, GHANA. Knowing very well that there are two sides of every coin, both the employee and employer should know that once there is hiring, there should be firing. Having this knowledge base created during orientation and in-house training and showing the processes involve in it, I personally think for a nice worker to fired makes it a little easer (because He/She will understand it better). Query in a form of words, letter etc might have been given to the employee, therefore making the

Have been laid off three times in my working career and I have made it really easy for my supervisors. One even cried as she laid me off. I was all smiles as knew the severance package would adequately cover my mortgage and outstanding bills. Went back to software school and took the time to find the right career instead of a dead end job. Now retired and still working parttime with the elderly, life is good. Don't look back and don't bring your old job when interviewing for the new one, unless

What if the situation is reversed: if the boss is an overly aggressive and moody slavedriving control freak; the company is an unsafe, filthy hellhole in which to work; and the hours employees are expected to work without breaks and short lunches, if at all, in long workdays, make the job one that "just isn't working out"? What is an employee to do then, when there are no other jobs to be found and one must have a way to keep a roof overhead?

We had to let go an extremely nice employee. We did what the answer suggests and started with the great things that made it hard to let her go. Then we pulled out our documentations and highlighted the job performance issues that we tried to trrain and retrain her to keep her. Anyways, it wasn't working so we let her go but offered to write her references for ****** jobs and we also suggested smaller venues for her try to her skills at. It ended on a positive note but it sure was not easy.

In Purchasing, it is a lot like sports. You expect to get blamed and fired eventually. It goes with th territory. When anything goes south, Purchasing is where the finger points first. I have started in companies where I had to prove that Purchasing was not the problem. Under those conditions, proving you are innocent is almost impossible.

Niceness should not get in the way of business. I work with one nice bottom feeder that kisses up to the boss on a daily basis, our boss lets sentiment get in the way and this is bad for our dept. our company and bad for the potential employee out there waiting for an opportunity, .Sometimes niceness masks the fact that they are not competent in their role

What terrible advise on having that terminating conversation with an employee. You should not begin all the positive things then "Whack" off with the head. This would almost surly feel like being blindsided. It's best to get straight to the point. For example, "I am ending your employment with us. I think you have some great attributes but it's become clear to me that you are not suited for this position. I know you can be successful and anything I can do to help you with this pai

Yes, the best ways to ease the news of letting someone go is touching on his or her good points. Like how well they read from a teleprompter, how they never let a good crisis go to waste and being an artful liar are all plusses. Continue to the real reason that they have to go. Their ideology is that of a socialist, and is in direct opposition to what the founding fathers envisioned for this great country. They double down on stupid policies, run up epic debt, and want the government to grant f

I had ZERO customer 'complaints' and no problems in Orange County, CA. I found a huge house that I fell in love with and my wife and I moved to the "High Desert", CA.--I had NO idea we were moving into the 'ghetto'. EVERYDAY, it seems, some low- life parole / probationer with no house, no car, no wife and no job would buy a couple of insignificant items and then complain to management about ME personally. I was no spring chicken at 47 y/o had 25 years in the grocery business. But th

save all the advise about who's good or bad for the job, 99 percent of the time the person doing the letting go is the person who should be let go, the fish stinks from the head

I would disagree with starting with the positive. pro's an cons should be weighed during a performance evaluation. IMO you never want to send mixed messages. How do you say your doing a great job but you are just not cutting it in the same conversation. What is the individual going to take away from that. In day to day activities it is best to have clear agreeed upon expectations, then a good inteactive conversation can take place on the outcome of the expectations.

If you have a Union employers don't get away with "dumping" employees.

Well . . . now you will be doing them a favor. They can go on public benefits for life, get free medical, housing and food subsidies and don' t have to put up with you.

Do you live to work, or work to live. Become current in an interest thats saleable. Make your hobby your living. Start your own corporation, I think thats around 40 bucks.