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Terminations
When It’s Time to Part Ways
No Surprises
 Verbal warnings
 Make sure you have given the employee verbal notice of the issues
 Written warnings
 If...
Focus on Behavior
 Don’t focus on the person
 By this we mean, that it shouldn't’[t feel like a personal attack. You sho...
Be truthful
 Unapologetically so
 It is natural to feel bad when you have to terminate someone, but do not start off
the...
Offer to Help
 Resume preparation
 If this is a situation where the skill sets are just a mismatch and the person could
...
References
 Don’t give references
 I know it sounds like a good thing to do, but in this litigious society it can come
b...
The End
 While never pleasant, terminations, done correctly , do not have to be unduly
uncomfortable situations
 When yo...
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Terminations: When It's Time to Part Ways

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Sherrie Suski, an experienced HR professional with more than 25 years of experience, shares tips for properly terminating employees when the time comes to part ways.

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Terminations: When It's Time to Part Ways

  1. 1. Terminations When It’s Time to Part Ways
  2. 2. No Surprises  Verbal warnings  Make sure you have given the employee verbal notice of the issues  Written warnings  If the problems persist, you should document the issues in writing and review them with the employee  The employee does not necessarily have to agree, but they should hear and see what your concerns are  Follow your Disciplinary Process  Each organization may be a little different but be sure to follow the practice for your organization
  3. 3. Focus on Behavior  Don’t focus on the person  By this we mean, that it shouldn't’[t feel like a personal attack. You should focus on the behavior that it not acceptable whether that is something they are doing that they shouldn’t be or whether is something they aren’t doing that they should be.  Acknowledge that not everyone is good at everything  Explain that it may be a situation where they are a good person, the company is a good company and it is just a bad match in terms of the skill set they have and the skill set the job requires
  4. 4. Be truthful  Unapologetically so  It is natural to feel bad when you have to terminate someone, but do not start off the conversation with “I am sorry”  If you have done all your pre-work, you have made every attempt to help the person succeed  They own the responsibility at this point for not having been successful  Clearly and succinctly lay out the reasons that you have come to this conclusion
  5. 5. Offer to Help  Resume preparation  If this is a situation where the skill sets are just a mismatch and the person could be successful someplace else, offer to help with resume prep or review. Perhaps focusing them on the skill sets where they could be successful  Referrals to temp agencies or contract recruiters  Again, if this is a good person who simply couldn't perform your job, sometimes offering to refer them on to another source can be helpful
  6. 6. References  Don’t give references  I know it sounds like a good thing to do, but in this litigious society it can come back to bite you  You want to say nice things about the person to help them get a new position, but what you say can be used against you in a wrongful termination suit  This applies to verbal and written references. Just make it a company policy to only give out title and dates of employment
  7. 7. The End  While never pleasant, terminations, done correctly , do not have to be unduly uncomfortable situations  When you know you have done everything possible to help the person to succeed and they aren’t, you can move on with a clear conscious.

Sherrie Suski, an experienced HR professional with more than 25 years of experience, shares tips for properly terminating employees when the time comes to part ways.

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