Perspective: Is There Ever a Good Time to Fire Someone?

Christen Uber September 22, 2008

Recently I was introduced, through Workforce Magazine, to John Hollon’s blog. Back in July Hollon’s wrote a blog commenting on his continuous internal debate about when is a good time to fire someone. Hollon’s internal debate was reignited after hearing an announcement that Willie Randolph, head coach for the NY Mets, was terminated. The fact Randoph was fired was actually no surprise however, the manner he was fired seemed unappropriated. So Hollon’s in his blog reached out to his readership asking them to provide perspective on the best way to terminate an employee

So I throw the question out to all of you: When is the right time (if there is a right time) to let someone go? Is there a best day or time to do it? Or is it less about the day and time and more about how you treat the person on the other side of the table?

So here is my perspective. One of the most difficult responsibilities a manager has to occasionally execute is firing an employee. The fact we have developed numerous labels both for legal as well as emotional reasons demonstrates the point. The list below includes some of the terms I could think of off the top of my head. Please let me know if you think of any more.

1. Fired
2. Laid-Off
3. Company Reorganization
4. Downsized
5. Let go
6. Terminated
7. Separated
8. “Voluntarily” Resigned
9. Invited to Leave
10. Managed Out

Obviously, regardless of the legal reason or term utilized during the conversation the end result is the same. The employee is leaving their place of employment and is no longer pulling a pay check. Immediately the employee’s stress and anxiety begins to build. So how as effective managers and Human Resources professionals can we reduce the stress and anxiety? Below are some of my recommendations based on unfortunately numerous experiences.

• The employee doesn’t care and won’t remember what day they were fired however, they will remember how it was done.
• Provide an appropriate private setting
• Remember this could be you one day on the other end of the conversation, so treat the employee with respect and professional courtesy regardless of your feelings in-regards to why they are being let go.
• Typically, this is a can be a very emotional moment for the employee. Remain calm and composed - do not react to their emotions.
• Provide correct and consistent answers
• Repeat your original message is the best strategy, as to avoid over-elaboration and awkward statements
• Keep the conversation focused on the employee exiting the company and actions they need to take next
• When appropriate provide the exiting employee with a packet of information they can review and refer back to once the shock or emotional reaction has subsided. This packet could include benefit information (cobra too), vacation payout, last paycheck, separation notice and who to contact for further information.
• Make arrangements for them to collect their personal belongings
• Upon the employee leaving shake their hand and thank them for their contribution to the company. This simple gesture will professionally end the conversation and provide the employee with some sense of dignity.

Posted in Human Resources Analytics