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FIRING STAFF
Selena Sol presents…..
selena@selenasol.com
http://www.linkedin.com/pub/eric-tachibana/0/33/b53
http://www.sl...
WHAT DO YOU THINK?
QUICK SCOPE CHECK
A GUIDING PRINCIPLE
Everyone is a star in some role. As a manager, your
responsibilit...
KNOW WHAT CONSTITUTES FAILURE & MANAGE
AGAINST THAT
STEP 1: Source well
• What will they be doing in their role?
• What sk...
HOW DO YOU SWING THE AXE
RULE 1: Be prepared
• Know the law
• Have your materials ready
• Know the severance package detai...
WHAT HAPPENS WHEN IT IS DONE
The Executed
• Exit interview
• Leavers processes
• Huh? What happened?
The Team
• Debrief
Yo...
WHAT HAPPENS WHEN IT IS DONE
The Executed
• Exit interview
• Leavers processes
• Huh? What happened?
The Team
• Debrief
Yo...
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Advice for Firing Staff - for start-up managers

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Advice on how to fire employees - a presentation for Founders Institute Singapore

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Advice for Firing Staff - for start-up managers

  1. FIRING STAFF Selena Sol presents….. selena@selenasol.com http://www.linkedin.com/pub/eric-tachibana/0/33/b53 http://www.slideshare.net/selenasol general management musings for the Founders’ Institute Please note that all content & opinions expressed in this deck are my own and don’t necessarily represent the position of my current, or any previous, employers
  2. WHAT DO YOU THINK? QUICK SCOPE CHECK A GUIDING PRINCIPLE Everyone is a star in some role. As a manager, your responsibility to them is to not delay the person in their search for that role KICK-OFF QUESTION So, what do you think is the first step in the firing process? INTRODUCTION1 THE SETUP2 THE DEED ITSELF3 THE AFTERMATH4 CIRCUMSTANCE COVERED TODAY? Firing for performance gaps YES Firing for contractual breaches NO Retrenchment NO
  3. KNOW WHAT CONSTITUTES FAILURE & MANAGE AGAINST THAT STEP 1: Source well • What will they be doing in their role? • What skills will they need in order to succeed? • What personal qualities will help them excel? • Screen well STEP 2: Set SMART objectives • WHAT you need to deliver (and what the manager and firm must provide too) • WHY your work is required for the greater strategic goals • HOW you are expected to behave in the process of delivery • Sign against them STEP 3: Evaluate well • Regular • Honest, explicit and fair • Positive • Documented INTRODUCTION1 THE SETUP2 THE DEED ITSELF3 THE AFTERMATH4
  4. HOW DO YOU SWING THE AXE RULE 1: Be prepared • Know the law • Have your materials ready • Know the severance package details • Choose the right environment • Ensure security protocols • Rehearse RULE 2: Be honest and empathetic • Let the employee have air time, but don’t apologize or back peddle • Let the employee compose himself/herself RULE 3: Keep to the plot • Be clear, quick & firm, it’s not a discussion or argument INTRODUCTION1 THE SETUP2 THE DEED ITSELF3 THE AFTERMATH4
  5. WHAT HAPPENS WHEN IT IS DONE The Executed • Exit interview • Leavers processes • Huh? What happened? The Team • Debrief You • De-stress. Don’t go home and kick your dog! INTRODUCTION1 THE SETUP2 THE DEED ITSELF3 THE AFTERMATH4
  6. WHAT HAPPENS WHEN IT IS DONE The Executed • Exit interview • Leavers processes • Huh? What happened? The Team • Debrief You • De-stress. Don’t go home and kick your dog! INTRODUCTION1 THE SETUP2 THE DEED ITSELF3 THE AFTERMATH4

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