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Started By
Message
Any tips on Firing someone?
Posted on 9/18/17 at 9:43 pm
Posted on 9/18/17 at 9:43 pm
Will have to do it Wednesday and it's going to come as a shock to the person for sure. It's my first time ever having to do this.
General performance issues, lack of development and fit, small business changing directions and I cannot keep this person on payroll.
Any tips out there OT?...also this person is a highly emotional female
General performance issues, lack of development and fit, small business changing directions and I cannot keep this person on payroll.
Any tips out there OT?...also this person is a highly emotional female
This post was edited on 9/19/17 at 10:24 am
Posted on 9/18/17 at 9:44 pm to Pastalaya
quote:Lawyer up.....
Any tips out there OT?...also this person is a highly emotional female
Posted on 9/18/17 at 9:44 pm to Pastalaya
quote:
Any tips out there OT?.
oh sure this is easy
quote:
also this person is a highly emotional female
call your attorney
Posted on 9/18/17 at 9:44 pm to Pastalaya
quote:
highly emotional female
Redundant
Posted on 9/18/17 at 9:44 pm to Pastalaya
quote:
also this person is a highly emotional female
Phew, for a minute I thought this was about me.
Posted on 9/18/17 at 9:45 pm to Pastalaya
What is your field?
Do you work for a woman?
Do you work for a woman?
Posted on 9/18/17 at 9:45 pm to Pastalaya
Keep it short and don't get personal
Posted on 9/18/17 at 9:45 pm to Pastalaya
Blame it on the hire-ups.
This post was edited on 9/18/17 at 10:06 pm
Posted on 9/18/17 at 9:45 pm to Pastalaya
If they have performance issues then why is it a surprise?
Posted on 9/18/17 at 9:45 pm to Pastalaya
quote:
Any tips out there OT?...also this person is a highly emotional female
Pull your balls and dick out and slap them on the desk. Then you say "your move". This will cut the tension and you can gauge her interest.
Posted on 9/18/17 at 9:45 pm to Pastalaya
Have a third party there so she doesn't claim you tried to do shite to/with her
Posted on 9/18/17 at 9:48 pm to Pastalaya
I've done plenty. They aren't fun. Be direct, to the point, don't ramble on. Do what you need to do and ask them to leave.
Posted on 9/18/17 at 9:48 pm to Pastalaya
Get HR involved and document reasons.
Keep it short and to the point. Don't discredit yourself by saying things like "This is really out of my hands" or "I am being told to do this".
Wait till Friday afternoon for sure.
Keep it short and to the point. Don't discredit yourself by saying things like "This is really out of my hands" or "I am being told to do this".
Wait till Friday afternoon for sure.
Posted on 9/18/17 at 9:49 pm to Pastalaya
quote:
Have a third party there so she doesn't claim you tried to do shite to/with her
Yep, preferably another female!
Posted on 9/18/17 at 9:49 pm to Pastalaya
quote:
General performance issues, lack of development and fit
quote:I know it's too late now but you clearly haven't managed this person correctly.
and it's going to come as a shock to the person for sure
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.
What happened there?
Best tip...do not do it alone, under no circumstances. Have quantifiable data to show that person's performance is not up to par, reference any past talks(though from your post, it sounds like that may not have hapened)
1 more, if this person works out in a cubicle or just generally visible to others, it's usually best to do it last thing at the end of the day IMO. Depending on the situation, you may need to call a meeting as well with your team not to discuss her specifically, but general terms about the need for performance and blah blah blah.
This post was edited on 9/18/17 at 9:52 pm
Posted on 9/18/17 at 9:49 pm to Pastalaya
Have at least two higher ranking company employees present
Rip the band aid off. She sits down..."Sally, we're going to let you go".
Keep the conversation to a minimum.
Follow company policy to a T
That's all I got.
Rip the band aid off. She sits down..."Sally, we're going to let you go".
Keep the conversation to a minimum.
Follow company policy to a T
That's all I got.
Posted on 9/18/17 at 9:50 pm to Pastalaya
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