Seven basic techniques to help guarantee successful termination procedures.

by on May 22, 2009 · 0 Comment POSTED IN: HR Info Center

Termination procedures for the underperforming employee need to be through and well planned

There are a number of practical tips for termination procedures. Many supervisors attempt to avoid confrontations at all cost. Few things are more harmful to a discipline system and overall employee morale. You as a supervisor must be proactive in matters relating to discipline especially termination procedures. It’s far easier to nip a problem in the early stages than it is to tackle it later.

  1. Investigate thoroughly before taking any action
  2. Make sure you get all the facts. You want to know the full situation before you take any action.

  3. Don’t procrastinate with termination procedures.
  4. If one employee gets away with something, others are sure to follow suit. So, procrastination or inaction is the quickest way to lose control of employee discipline.

  5. Be compassionate with discipline and termination procedures.
  6. Warnings and other discipline are intended to improve the working environment, not to be destructive. Use the probationary period, if you have one to evaluate and eliminate future problems.

  7. Follow up on disciplinary measures prior to termination procedures.
  8. Ensure that the employee has heeded the warning and is actively seeking to improve. You want to set goals with specific timelines for your employees when taking disciplinary measures. Perhaps many of you do this routinely. But if you don’t, this is something to keep in mind; tell them the three things they need to do, and this is the time I will try to expect your improvement, and then follow-up, and make sure that the improvement has happened.

  9. Avoid sarcasm, any threats or any form of abuse during the termination procedures.
  10. You really want to be professional. Despite, you know, your level of frustration if you can just be professional and handle it that way, you’ll be all the better for it.

  11. Conduct all termination procedures in private.
  12. This may seem obvious but it’s still important. If you need to discuss disciplinary issues with an employee, go into an office, shut the door, and make sure that others can’t over-hear. You don’t want to embarrass someone in front of anyone else.

  13. Honest performance reviews
  14. If problems have occurred throughout the years, include them on the annual performance review. If their performance improved, also include this information in the review. Honest performance reviews are critical. Let’s face it; no one likes to do reviews. It takes time out of your other work. It’s not fun, you know, it may be fine for your employee’s stark selling. But for those problem people it can be a tough situation. But you really need to be giving honest performance reviews or you’re going to be stuck with those underperforming employees later.

This is the edited remarks from the Rapid Learning Institute webinar “Firing Employees Without Getting Sued -What Supervisors Really Need To Know” by Laura Liss, Esq. held on October 5, 2006.

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