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Started By
Message
re: Any tips on Firing someone?
Posted on 9/18/17 at 9:50 pm to DGauTigers
Posted on 9/18/17 at 9:50 pm to DGauTigers
quote:
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.
This guy's seen Moneyball
1
Posted on 9/18/17 at 9:50 pm to Pastalaya
Posted on 9/18/17 at 9:51 pm to Pastalaya
You are screwed, she will sue for hostile work environment. You will be on that document as the perp. Your boss knew it would happen you've been set up.
Posted on 9/18/17 at 9:51 pm to AnonymousTiger
quote:
This guy's seen Moneyball
Ha! just posted that vid
Posted on 9/18/17 at 9:52 pm to Pastalaya
Call in sick that day.
Posted on 9/18/17 at 9:52 pm to Pastalaya
quote:
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
I told you it was your secretary that stole that money and now that you posted this here I'm gonna go ahead and call morris bart, see you in court
Posted on 9/18/17 at 9:53 pm to Pastalaya
quote:
If they have performance issues then why is it a surprise?
This...
If you are firing someone with cause, you are well within your right to do the right thing for your company/org and team.
Do you work for a small company? HR should be there. Like someone else said, do NOT do this 1-1. You need a third, impartial party present. You should have a script and practice it and review it with the third party so there are no surprises. You represent your company. Have some class.
Be matter of fact. After all, it's just business.
Then, after the event, document EXACTLY what transpired and send it to your boss and HR. Cover your arse.
Posted on 9/18/17 at 9:53 pm to Pastalaya
I look at it as if they fired themselves. If it's performance related and they are aware of their problems but don't change then it's on them. The flip side is the hassle of having to hire someone else who may be worse.
Posted on 9/18/17 at 9:54 pm to MadDoggyStyle
Just ask them if they have plans for the weekend. tell them now they do.
Posted on 9/18/17 at 9:56 pm to Pastalaya
Have Dale Gribble do it for you.
Posted on 9/18/17 at 9:58 pm to Pastalaya
Be mindful but stay on message
Posted on 9/18/17 at 9:59 pm to Pastalaya
Complement sandwich
Good
Bad
Good
Good
Bad
Good
Posted on 9/18/17 at 10:01 pm to wfallstiger
1) record the conversation (if you can);
2) lock her out of IT before it happens;
3) to the point;
4) get her to sign a waiver of everything to get a small severance (week or two);
5) change the locks.
2) lock her out of IT before it happens;
3) to the point;
4) get her to sign a waiver of everything to get a small severance (week or two);
5) change the locks.
Posted on 9/18/17 at 10:04 pm to Joehat
quote:Good one.
2) lock her out of IT before it happens;
On that same note/idea, make sure when the meeting is over someone escorts her out, and do not let her go back to her office/work station around others. Walk her straight out. If she has shite at her desk, ask her what she needs, put it n a box and bring it to her in the parking lot at her car.
Don't allow her to get back to her computer or near co-workers.
Posted on 9/18/17 at 10:12 pm to chrome_daddy
the performance issues and lack of development are a joint responsibility, we get that but we simply can't justify paying the position at all for what we get out of it, we will have to redefine role as less administrative and more sales focused with someone with a different skill set.
...also this person essentially "played hokie" last week and posted it all over instagram- supposed to be sick and was out partying all day, then lied about it.
Not sure if I should bring that up directly or make it more of a "we are going in a different direction" thing.
Also, we are a very small independent office so no HR, just my partner (who hired her) and I to deal with it. How I wish we had HR to take care of this.
...also this person essentially "played hokie" last week and posted it all over instagram- supposed to be sick and was out partying all day, then lied about it.
Not sure if I should bring that up directly or make it more of a "we are going in a different direction" thing.
Also, we are a very small independent office so no HR, just my partner (who hired her) and I to deal with it. How I wish we had HR to take care of this.
Posted on 9/18/17 at 10:15 pm to Pastalaya
Do it and move on. Been let go twice now over the decade. Life goes on.
Posted on 9/18/17 at 10:15 pm to Pastalaya
quote:I wouldn't.
...also this person essentially "played hokie" last week and posted it all over instagram- supposed to be sick and was out partying all day, then lied about it.
Not sure if I should bring that up directly
I know you have no HR but do you have defined policies. My work has HR but a person can call out a certain amount of times for any reason they want, we don't ask. So they can call out and post themselves partying on IG, and that's 100% ok, even ok with me, they're within their right as an employee, until they do it 1 too many times per the policy.
Posted on 9/18/17 at 10:16 pm to tketaco
quote:What for?
Been let go twice now over the decade
Posted on 9/18/17 at 10:17 pm to shel311
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.
Posted on 9/18/17 at 10:18 pm to Pastalaya
quote:
it's going to come as a shock to the person for sure
quote:
General performance issues, lack of development and fit,
Sounds like a perceptive chap.
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