Why you
must get rid of bad employees if reprimands don't work.
Terminating a high level employee can be intimidating if you
are a small business owner or a Human Resources Manager. If
you are a small business owner, terminating a high level employee
may also be emotionally challenging because you have likely
formed a close relationship with that person. Nonetheless,
you may need to terminate the high level employee for the survival
of your business. Steps to Follow when Terminating a High Level Employee
In many ways, terminating a high level employee is no different
from terminating any other employee. It involves gaining proper
documentation and having discussions with the employee about
his or her poor performance. In addition, you must draft an
employee termination letter and conduct an exit interview.
Terminating a high level employee presents its own set of
challenges. For example, you will likely need to draft a severance
package for the employee. You might also need to negotiate
whether you will provide the employee with support in finding
a new position. If the termination is amicable, you can also
discuss the potential for rehire. You must document all of
this information in your employee termination letter.
The Impact of Terminating a High Level Employee
Terminating a high level employee garners much attention from
other employees. After all, this may be their boss you are
firing! You will need to assure workers that business will
continue to run as usual after terminating this person. While
you obviously cannot discuss the reasons for the termination
with your other employees, you should call them together in
a meeting and explain the high level employee will no longer
be working for the company. During this discussion, make it
clear who their direct supervisor will be and whether that
person is permanently or temporarily in charge.
Your employees will likely have a mixture of feelings about
the termination of the high level employee. More than likely,
some will be happy to see that person go while others will
feel disappointed. Regardless of their personal feelings, all
will be nervous about working with the new supervisor. You
must work to make this transition go as smoothly as possible.
You can do this by formally introducing the new supervisor
to the employees, if the supervisor is new to them. Then explain
why you have such confidence in that person’s abilities.
By seeing your confidence in the new high level employee, the
rest of your employees should feel more confident too.
A
new concept in employee termination and discipline
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