| In every business, there comes a time when it is | | | | they should not be in the position of feeling as if |
| necessary to terminate a person's employment. | | | | they did something wrong. In other cases, such |
| As this is not a pleasant prospect for either the | | | | as if they have been unable or unwilling to |
| employer or the employee, it should not be done | | | | perform their job to meet your reasonable |
| thoughtlessly. Even when a person is being fired | | | | expectations; these facts should be made clear to |
| from their job, they deserve to be treated with | | | | them. It may have a significant impact on |
| respect and dignity. | | | | whether or not they will attempt to secure similar |
| In many instances, even if you believe it is | | | | employment with another company; and it can |
| obvious to an employee why they are being fired, | | | | also have a very strong effect on whether or not |
| it might not be as clear to them. With the | | | | they are successful at doing so. If their work has |
| exception of the most extreme cases, it is much | | | | not been up to par, it is in their best interests as |
| better to inform them of your decision and | | | | well as yours to let them know the facts. |
| explain your reasons, rather than simply having | | | | Sometimes it is necessary to terminate an |
| them presented with a notice of termination. In | | | | employee due to extreme friction in the |
| most cases, you can be both firm and kind when | | | | workplace. If the employee is constantly having |
| you are letting an employee know that they are | | | | personality-clashes with your other workers, it |
| being terminated. | | | | can make the workplace very uncomfortable for |
| In instances where you are terminating a person's | | | | everyone concerned, as well as lowering other |
| employment due to some type of illegal activity | | | | employees' ability to conduct their own jobs |
| on their part, it is a good idea to inform them if | | | | properly. If you have tried to resolve this type of |
| you plan to take legal action. For example, if they | | | | difficulty with your employee and have not been |
| have stolen something from your company, it is | | | | successful, terminating them may be the only |
| wise to terminate their employment as soon as | | | | reasonable solution. |
| you possibly can. | | | | Regardless of the circumstances surrounding your |
| If you are in the position of needing to terminate | | | | employee's termination, it is necessary to be fair |
| a person from their job when they have not | | | | in letting them know the reason they are being |
| been at any fault, a frank discussion should be in | | | | fired or let go. Losing a job is stressful, under any |
| order. For example, if your company needs to | | | | circumstances; a bit of respect and consideration |
| downsize by lowering its number of employees, | | | | can make it easier for everyone concerned. |