How do I fire an employee?

Learn how to fire a problem employee in this free tutorial.

Tutorial

One of the most difficult tasks you face as a manager is firing employees. Employees who consistently break the rules, do not perform the functions of their job, or cause difficulties in the workplace can be a strain on the work environment and disrupt business from being performed. This tutorial will give you steps and hints to firing employees or associates.

Documentation

The first step in preparing to fire an employee is to make sure you have all the documentation you need. When you give verbal warnings, be sure to document them. In today's litigation-happy society, without the proper documentation, you may see yourself in a wrongful termination lawsuit.

Your company should have well documented procedures for what it expects from employees and anything that is considered grounds for immediate dismissal. Be sure to use these as guidelines and consult with your HR department.

Human Resources

Have an HR representative there to assist in any paperwork and any issues that arrive from the employee. Not only does this representative help with anything you might forget, they also serve as a witness if any lawsuit arises.

"I've been fired, but why?"

Explain to the employee the performance you have expected, the steps you have taken to help them meet that performance, and that they have not met them. Do not say more than you have to, just state why they are being dismissed and fill out any exit paperwork. If you are upset, cool down before talking to them.

Exit Procedures

Make sure you backup any important files before firing the employee and take steps to lock them out of any computer systems. It is recommended you fire someone on a Monday versus a Friday, employees fired on Fridays have the whole weekend to stew, while those fired on Mondays usually are more upbeat because they have the week ahead of them.

Be sure to explain when their last paycheck is coming, when benefits terminate, and any information regarding extending their health coverage or any other details.

Remember to keep the meeting short and to the point. Explain to the other team members that you fired the individual without going into too many details. When a new potential employer calls you for a reference, remember to just state the title and dates of employment, any further information could draw a libel suit.