- My Forums
- Tiger Rant
- LSU Recruiting
- SEC Rant
- Saints Talk
- Pelicans Talk
- More Sports Board
- Fantasy Sports
- Golf Board
- Soccer Board
- O-T Lounge
- Tech Board
- Home/Garden Board
- Outdoor Board
- Health/Fitness Board
- Movie/TV Board
- Book Board
- Music Board
- Political Talk
- Money Talk
- Fark Board
- Gaming Board
- Travel Board
- Food/Drink Board
- Ticket Exchange
- TD Help Board
Customize My Forums- View All Forums
- Show Left Links
- Topic Sort Options
- Trending Topics
- Recent Topics
- Active Topics
Started By
Message
re: Any tips on Firing someone?
Posted on 9/19/17 at 1:48 am to little billy
Posted on 9/19/17 at 1:48 am to little billy
quote:
You sound like a real a-hole.
You sound like you've never had to pay unemployment.
0
Posted on 9/19/17 at 1:49 am to Pastalaya
Hope you documented all these issues and she was on a final warning for what you are firing her for.
Posted on 9/19/17 at 3:26 am to Pastalaya
I was the designated firer at the last firm where I worked because my boss was a poon. He wanted others to do the dirty work. I always took the cold surgical attitude that it's just business. Take the emotions out of it. You're doing the business and consequently the other employees a favor by getting rid of someone who is underperforming.
Posted on 9/19/17 at 3:58 am to Pastalaya
"There's a time to come and a time to go. The time has has come for you to go."
Seriously though, anyone getting canned for not doing their job either knows damn good and well that they aren't cutting it or they completely lack self awareness. Don't sweat it either way.
Make sure you have written down specific information about what they did or didn't do and when they did or didn't do it leading up to their dismissal in case they decide to get shitty on you.
Seriously though, anyone getting canned for not doing their job either knows damn good and well that they aren't cutting it or they completely lack self awareness. Don't sweat it either way.
Make sure you have written down specific information about what they did or didn't do and when they did or didn't do it leading up to their dismissal in case they decide to get shitty on you.
Posted on 9/19/17 at 5:45 am to Pastalaya
quote:keep it short, stay on topic, be direct. tell her that it isn't a discussion, you wish it could have worked out but it just is not a good fit for the business. you don't want this to drag out.
General performance issues, lack of development and fit, small business changing directions and I cannot keep this person on payroll.
bring someone with you as a witness. do NOT leave them alone with any property you do not want damaged particularly their computer.
don't forget to get her key. if she has access to any part of the business (key pad codes,etc.) have them changed ASAP.
Once it is over go home and have a stiff drink and be confident in your decision even thought it sucks for her you have to do what is best for your business.
quote:good luck bro.
also this person is a highly emotional female
Posted on 9/19/17 at 5:47 am to Dick Leverage
quote:exactly. this is not a performance review. it is not a discussion. the decision has been made.
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.
BRING. A. WITNESS.
Posted on 9/19/17 at 5:54 am to Pastalaya
Like others said, short and sweet.
"Jane, we appreciate your contributions to the company, but we're gonna have to let you go. We have decided to go in a different direction. "
Then if she asks for more specifics, you can go into the details. Generally when people hear they're let go, they just want to GTFO.
"Jane, we appreciate your contributions to the company, but we're gonna have to let you go. We have decided to go in a different direction. "
Then if she asks for more specifics, you can go into the details. Generally when people hear they're let go, they just want to GTFO.
Posted on 9/19/17 at 5:58 am to 4LSU2
(no message)
Posted on 9/19/17 at 5:59 am to Pastalaya
Short and to the point
Posted on 9/19/17 at 6:01 am to TigersSEC2010
quote:
Have a third party there so she doesn't claim you tried to do shite to/with her
Yup
Posted on 9/19/17 at 6:08 am to Pastalaya
If it is performance issues it shouldn't be a shock. If it is a shock then it is actually your fault for not communicating and coaching more effectively.
Posted on 9/19/17 at 6:12 am to drexyl
quote:
Once it is over go home and have a stiff drink and be confident in your decision even thought it sucks for her you have to do what is best for your business.
This is my SOP. shite sucks and a drink is needed afterwards. I hate doing it even when they deserve it. It's someone's livelihood that you are ending. I fired a guy last week because he could never make it to work. He had some serious shite going on in his personal life and needed the job, but I also needed someone I could count on to be there everyday. I gave him way more chances than I normally do because of his situation, but in the end I had to fire him. I have a business to run and other employee's families I have to think of.
Posted on 9/19/17 at 6:13 am to Pastalaya
quote:
it's going to come as a shock to the person for sure
If this person is going to be surprised, the management/you suck at your jobs....he's probably better off working for a more competent organization.
Posted on 9/19/17 at 6:17 am to Pastalaya
the first time I had to let someone go it was pretty difficult and I lost sleep
by the 20th time, I had become fairly hardened
just level with them as honestly as possible. don't have a discussion, don't really give them an opportunity to speak, just get it done and get them out.
by the 20th time, I had become fairly hardened
just level with them as honestly as possible. don't have a discussion, don't really give them an opportunity to speak, just get it done and get them out.
Posted on 9/19/17 at 6:28 am to Pastalaya
Make it short and sweet. If it takes longer than 5 minutes you're doing it wrong. Say "the company has decided that effective immediately you're no longer employed with (insert company name)". This leaves it very open that if it's challenged you can bring up anything during the unemployment hearing. If you get specific than you can only talk about those events. If they continue to ask questions.. just repeat "the has company decided....
Works every time ...
Also, next time make sure it's not a surprise you should at least have had one performance discussion before termination.
Works every time ...
Also, next time make sure it's not a surprise you should at least have had one performance discussion before termination.
Posted on 9/19/17 at 6:30 am to Pastalaya
quote:
it's going to come as a shock to the person for sure
This should never be the case if it is based on performance issues. They need to be addressed with the person way before the decision to fire is made.
Posted on 9/19/17 at 6:37 am to Pastalaya
• Keep it brief
• Keep it unemotional
• Keep to the facts related to the performance issue
• Wish them well
If you have had prior discussions with the employee about performance issues, this usually helps to lessen the shock. Unfortunately, I've terminated a lot of people's employment and most of the time if you have done your job well leading up to this meeting, things go well as there shouldn't be any surprises. Unless you are a real prick, most people get that this is an unpleasant experience for everyone involved.
• Keep it unemotional
• Keep to the facts related to the performance issue
• Wish them well
If you have had prior discussions with the employee about performance issues, this usually helps to lessen the shock. Unfortunately, I've terminated a lot of people's employment and most of the time if you have done your job well leading up to this meeting, things go well as there shouldn't be any surprises. Unless you are a real prick, most people get that this is an unpleasant experience for everyone involved.
Posted on 9/19/17 at 6:46 am to Pastalaya
Did you even PIP?
Posted on 9/19/17 at 6:51 am to weptiger
quote:
Keep it brief
• Keep it unemotional
Please do this.
I got let go my last semester of college from an internship in my future field because I decided to take a better offer.
My boss proceeded to berate me (multiple f bombs, etc.) about how he felt betrayed and that I just used the company for experience...
I told him I thought that was exactly the reason you worked internships.
I even gave him the chance to match the offer I had received as I really liked the company.
It was an awkward situation for everyone, including the team I was working with.
Posted on 9/19/17 at 6:54 am to Pastalaya
What pushed you over the top? As said, have you had any documented performance reviews with her? If not, you should document her lying to you and have her sign something about it either in your firing today or preferably prior to you firing her. Then fire her on the next documentable issue.
You want to have someone else in the room with you, but in a small company it has to be someone you can trust to keep their cool and shut up. I've fired people before and had an asshat I thought was a decent manager in the room with me completely say dumbass things when the person being fired lost it.
You want to have someone else in the room with you, but in a small company it has to be someone you can trust to keep their cool and shut up. I've fired people before and had an asshat I thought was a decent manager in the room with me completely say dumbass things when the person being fired lost it.
Page 4 of 8
Popular
Back to top
Follow TigerDroppings for LSU Football News