Robert Statsky

Firing an Employee

How to Fire an Underperforming Employee

It’s important to ensure your team is consistently performing to excellence. Your ability to lead people to success is probably the most important aspect of managing your own reputation as a leader. Sometimes it is necessary for the overall success and productivity of the organization to exit under-performers.

Here are some steps to consider when terminating an underperforming employee:

  1. Document performance issues: Before taking any action, ensure that you have clear documentation of the employee’s underperformance. This should include specific instances, dates, and any warnings or discussions about performance improvement.
  2. If there is egregious misconduct, work with Human Resources or Leadership to fire the employee immediately. If it is performance related, develop a Performance Improvement Plan (PIP), and work the employee on that for 30-60 days. It is possible to come back from a PIP, but if it is getting to that point, it is important for the leader to get the employee to understand this position is probably not right for them.
  3. If the PIP is no longer working, then go forward with the termination and continue on with the process.
  4. Review company policies and procedures: Familiarize yourself with the company’s policies and procedures regarding employee termination. Ensure that you are following the correct process and adhering to any legal requirements.
  5. Plan the termination meeting: Schedule a private meeting with the employee to discuss their performance issues and the decision to terminate their employment. Choose a neutral and private location to conduct the meeting.
  6. Prepare for the meeting: Anticipate the employee’s reaction and prepare responses to possible questions or objections. Focus on the facts and avoid personal attacks or emotional language.
  7. Conduct the termination meeting: Begin the meeting by clearly stating the purpose and outcome of the meeting. Provide a concise explanation of the reasons for termination, referring to the documented performance issues. Allow the employee to express their thoughts or concerns, but remain firm in your decision.
  8. Communicate next steps: Clearly communicate the employee’s final workday, any outstanding obligations, and the process for finalizing their departure. Provide information on benefits, final paycheck, and any other relevant details.
  9. Follow up with necessary actions: After the termination meeting, ensure that all necessary actions are taken, such as revoking access to company resources, updating records, and informing relevant departments or team members.

Remember, it is essential to approach the situation with empathy and respect, while also prioritizing the needs of the organization. Seek guidance from HR or legal professionals if needed.