Small businesses may experience trouble on how to dismiss an employee the right way. Most of the time, manpower is composed of 20 people or lesser than that. Because the number is few, they start to have a bond and dismissing an employee becomes difficult. Applicants try to impress their boss during interviews. They get hired because employers believe that they can become assets in the future. But somehow along the way, things didn’t turn out well. Employers expect their employees to perform their jobs effectively. But because of various reasons, they have to let go of employees who failed to perform their job well. It is easy to hire but it is hard to let go. Listed below are effective ways on how to dismiss an employee to avoid any misunderstandings or any legal mishaps.

How to Dismiss an Employee

  1. Determine the reason – Why are you firing your employee? It is very important why you are doing this. You must have a valid reason and proof before you make a move. It may be because of misconduct or poor performance. You have to find a valid reason why you have to let go of your employee.
  2. Avoid firing on the spot – It is natural to get mad because of uncompleted work or immeasurable backlogs. Whatever your reason is, valid or not, avoid firing on the spot.
  3. Documentation of evidence – If you have caught something from your CCTV camera, then save it. Issue a memo if needed. It is important to gather facts and not rely on hearsay.
  4. Familiarise yourself with workplace law – Go back to your ethics or policies implemented by the company. Issue memos, keep a file of the received copies make sure they are signed. Include warnings, suspension or no salary while suspended. Give the employee the chance to respond and explain himself. Put it into writing and keep the files for future use. Illegally dismissed employees can file a case against you especially if you hold the benefits (if entitled) that should be given to them. You have to familiarise yourself with the rules on how to dismiss an employee without violating any rules.
  5. Stick to your decision – Breaking the bad news is hard. Be professional and communicate effectively. After collecting evidences, reading the response, and there is no improvement with the performance it is time to let them go. Do it in private, listen and treat the person with respect. It is difficult to say that after all the observations still the company is not satisfied with your performance and they came up with the decision to end your services. You have to explain why and how it happened. Show the documents and inform the person about the benefits that he may or may not receive.

Being familiar with the rules on how to dismiss an employee is a surefire way to avoid misunderstandings and being taken to court.

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