How to fire a employee who is not doing good job?

Question

and make sure he/she leaves amicably without causing much diturbance in the company?

Answer 1

Well, firing is lot difficult than hiring. As an employer, it is very important to apply a reasonable discretion before you decide to fire someone in order to avoid any kind of implications later whether professinal or legal. That is to say,employer must act in accordance with the regulations and legislation of Labour Law and the Union Board. Such situation is not solved hastily rather needs lot of patience and talents. One must look fair and just at the same time. However, the most commonly used methods of firing employees today are :
1. By bringing the fact to the notice of your Superior in advance as the first step. It is advisable to put up the employee's work performance repot in writing showing your dissatisfaction to your Boss or superior, if you have one. But if you are the sole employer then just follow the second step described hereunder.
2. By bringing the fact of your dissatisfaction to the notice of that employee by explaining proffessionally how and why you are not satisfied with his /her work performance. Try and establish some fair terms and contractual obligations between you two as master and servant relationship for effective business. Also, talk about the probale warning letter that you gonna have to give him incase of his failure to the terms.
3. Also, as most employers do, issue 1st warning letter and wait for another 2 weeks. Allow yourself with patience and give him /her a chance and time to straighten-up with strict conditions and see how is this gonna go. Normally, 3 warning letters is the maximum. Do not forget to photocopy the letter whenever you issue one for your own record. So, just play safe and you will be relieved soon. Good Luck!

Answer 2

Like any good company does now a days... they build an evidence trail that will support the decision in a court of law.

And they do it with the employee's consent and contributions.

The specific tool is know as the "Performance Appraisal"...

With that tool you use small salary increases as the bait to get the employee to admit in writing that "improvement" is needed in certain areas. That improvement may be minor but each entry is a potential justification for dismissal.

Normally good employees will have clean appraisals and poor employees will have enough dirt to show them the door.

If you can't wait that long you have to use a "complaint" list and confront them with cause... Have security on hand and if they use PCs insure data access is restricted prior to pulling the trigger.

Answer 3

There is much that depends on your company and company policies. Some companies require written warnings and proper notice.

In any case, you should have objective criteria for the termination. "I expect that you paint 10 eggs per day and you are only painting 5 eggs per day."

Don't make it a personal thing. But at the same time do not try to get sympathy yourself "this is hard on me too, I hate firing people." Misery loves company but not competition.

Do it quickly and objectively, with some emphathy, and have a plan to get the person's assets taken care of, as well as don't do it in front of the other staff.

Answer 4

It depends on your states laws. If your state has an "at will" employment statute IT is very simple. Just to cover yourself you should write up the employee and keep copies. Make sure you state termination will occur if the behavior is not corrected. You need to have records of counseling and warnings on file to protect yourself. The exception to this is blatant actions by an employee such as theft, fighting, or being a threat to anyone.

Answer 5

Be nice and sympathetic about it, but firm. Also, make sure you do it on a Friday.

Answer 6

Tell them that your sorry that you just don't think its working out and that you have to let him go. The sooner the better...