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Message
re: Any tips on Firing someone?
Posted on 9/18/17 at 10:19 pm to Pastalaya
Posted on 9/18/17 at 10:19 pm to Pastalaya
quote:Gotcha
she lied to me about it. I wouldn't care if she hadn't lied. I didn't even ask, she just rolled up and told me lies.
If she's had ongoing performance issues, why is a firing coming as a shock to her? If it's ongoing, at some point she should have been told she's on her last chance.
0
Posted on 9/18/17 at 10:19 pm to Pastalaya
A Wednesday morning is good but a Monday morning is better. Absolutely do not do it on a Friday. Fired on a Monday or Wednesday, people can pick up the pieces and look for new work. Do it on a Friday and they stew all weekend since they can't go actively look for new work. Then they go postal and come shoot up your office.
Posted on 9/18/17 at 10:21 pm to Pastalaya
Have them keep working but there is a problem with payroll
This post was edited on 9/19/17 at 8:28 am
Posted on 9/18/17 at 10:21 pm to LSUengr
quote:I go the other way on that one. Do it on a Friday, they have the weekend to hang with friends and party and drink to forget getting fired. Do it on a Monday and they have an entire week alone in their home to stew on it.
A Wednesday morning is good but a Monday morning is better. Absolutely do not do it on a Friday. Fired on a Monday or Wednesday, people can pick up the pieces and look for new work. Do it on a Friday and they stew all weekend since they can't go actively look for new work. Then they go postal and come shoot up your office.
But in all honesty, I don't care much about the day of the week to be honest, whenever it presents itself, I'm doing it as soon as possible based on the circumstances.
Posted on 9/18/17 at 10:22 pm to shel311
quote:
I know it's too late now but you clearly haven't managed this person correctly.
Short of someone doing a random one time act that is worthy of being fired, it should never come as a shock to a person to be fired for ongoing performance issues. This person should have been coached along the way and at some point known they were on their last chance and couldn't frick up any more.
This. If the employee is surprised then you as a manager seriously fricked up setting expectations.
Posted on 9/18/17 at 10:22 pm to Pastalaya
Just keep it short and simple and I'd recommend to be honest. Give her the option to resign in lieu of termination. I agree with others, have a witness present and record meeting if possible. Also have witness escort her to office/ cubicle/ desk to ensure no work material is destroyed or taken. Once she's off the premise, I'd change locks and passwords.
ETA: for a small fee, I will do it for you.
ETA: for a small fee, I will do it for you.
This post was edited on 9/18/17 at 10:24 pm
Posted on 9/18/17 at 10:22 pm to Pastalaya
Treat it like taking off a bandage, just end it as fast as it possible. Rip it off.
Posted on 9/18/17 at 10:25 pm to Pastalaya
If you've had sex with her you're in deep shite.
Posted on 9/18/17 at 10:28 pm to Pastalaya
Talk to her like you would want someone to talk to you.
Posted on 9/18/17 at 10:32 pm to Pastalaya
Man, that shite just sucks balls...firing someone is absolutely the most difficult thing that I have had to do in my job. I have the benefit of having an HR person to consult and that helps a lot. Honestly, I think you should never fire anyone (particularly a protected class) without handling it one of two ways:
1. document the poor performance very well with progressive discipline up to termination.
or
2. don't really give them a reason and just say something like "we have decided to go another direction with this position...I may chalk it up to the cost of doing business and lay her off (which does allow her to draw unemployment).
terrible thing to have to deal with and I lose sleep over it every single time I have to do it.
1. document the poor performance very well with progressive discipline up to termination.
or
2. don't really give them a reason and just say something like "we have decided to go another direction with this position...I may chalk it up to the cost of doing business and lay her off (which does allow her to draw unemployment).
terrible thing to have to deal with and I lose sleep over it every single time I have to do it.
Posted on 9/18/17 at 10:43 pm to Pastalaya
It sucks, even when they deserve it. Like others have said, have HR present. Keep it short and remain professional. I'm a pretty laid back boss, but the HR Manager told me that I turn into a robot when handing out discipline and firings. We have ours in a memo that we give the employee. I read the first paragraph verbatim and then get to it quickly.
Posted on 9/18/17 at 10:44 pm to Pastalaya
There are no less than 50 people feverishly reviewing your post history right now to make sure you're not their boss.
Posted on 9/18/17 at 10:55 pm to Pastalaya
Is your name Zach by chance?
Posted on 9/18/17 at 11:05 pm to JetsetNuggs
Posted on 9/18/17 at 11:12 pm to Pastalaya
Have a 3rd party present and have something typed up that she can sign and date that says she's agreeing to the termination (put something in there that says she'll be compensated for all of her wages she is owed)... Then she'll think for a split second she has to sign it to get the pay she is due so she'll sign and date without thinking about it... DO NOT say you are sorry... You are just doing your job.
Make sure to do (not do) these 3 things and you're good to go.
Make sure to do (not do) these 3 things and you're good to go.
Posted on 9/18/17 at 11:13 pm to Pastalaya
Do not bring that up. It can get into all manner of "well, so and so did this and he/she wasn't fired."
Just tell her that she is not performing to the companies expectations and that her employment with the company is terminated. Be prepared to demonstrate and identify her shortcomings when she asks for examples. She will ask why she was given no warning or probationary period to improve. I am not sure what you should say to that because you fricked the process up.
Regardless, unless she is an old person or a minority, the worst you should expect is that she is granted unemployment insurance upon appeal because you did not follow proper termination protocol.
If this person is a minority, I would recommend that you make this meeting a discussion about setting expectations for improvement over the next 4 weeks. Give her proper paperwork documenting the agreement when the discussion is over. If she hasn't met the expectations for improvement in 4 weeks, meet again and fire her. Have HR present at both meetings.
Just tell her that she is not performing to the companies expectations and that her employment with the company is terminated. Be prepared to demonstrate and identify her shortcomings when she asks for examples. She will ask why she was given no warning or probationary period to improve. I am not sure what you should say to that because you fricked the process up.
Regardless, unless she is an old person or a minority, the worst you should expect is that she is granted unemployment insurance upon appeal because you did not follow proper termination protocol.
If this person is a minority, I would recommend that you make this meeting a discussion about setting expectations for improvement over the next 4 weeks. Give her proper paperwork documenting the agreement when the discussion is over. If she hasn't met the expectations for improvement in 4 weeks, meet again and fire her. Have HR present at both meetings.
Posted on 9/18/17 at 11:17 pm to Spankum
Give her the chance to resign so she's not another statistic drawing unemployment. I can't stand the mooching sob's. No sense in her getting my money because she couldn't do her job to begin with.
Posted on 9/19/17 at 12:52 am to Pastalaya
Just went through the same thing. I've fired several male employees over the years but this was the first female. I really tried to be gentle and explain the reason but she got very emotional. Then when HR tried to escort her out of the building, she got pissy. It was a bad scene.
I'm afraid there's no good way.
I'm afraid there's no good way.
Posted on 9/19/17 at 12:58 am to ugastreaker
quote:
Give her the chance to resign so she's not another statistic drawing unemployment. I can't stand the mooching sob's. No sense in her getting my money because she couldn't do her job to begin with.
You sound like a real a-hole.
Posted on 9/19/17 at 1:38 am to Pastalaya
If you're a Subway manager I'd reconsider
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