How to Decide Whether to Fire Someone
The Ultimate Guide to Whether to Fire an Employee
It is not an easy task for any employer to dismiss their employee. Not unless they have been caught in grave offenses such as breaking company rules, dishonesty, or any other unethical behaviors in the workplace. Entrepreneurs such as Alexander Djerassi have a hard time firing employees who seem incompetent. That is because they think that giving them second chances may allow them to achieve the set goals and objectives. Even then, if the employer proves incompetent, the only solution is to lay them off.
Here are 5 tips on how to decide whether to fire an employee.
1. Identify the problem.
Identifying the existing problem is the first step an employer should take. Employees are different, and so do they have different challenges in the workplace. One employee might be lacking the skills to work, and that lowers their productivity. The other might have the skillset but is naturally slow and hence producing less than expected. Once the problem has been identified, then it is easier to make an informed decision.
2. Compare the problem with the expectations.
The next step is making sure that the employee understands what is expected of them. By doing this, they will understand the gap between their productivity and expectations. When doing this, every employer should make the employee understand that both the company and the employee benefit if they improve their productivity. At this point, employees start to understand the need to get back on track.
Don’t fire yet. Everybody loves second chances. If the workers’ performance has not improved by now, retraining them will help. Having identified the gap between productivity and expectations, the employers should introduce a performance improvement plan. The plan will not only help the employee improve, but it will make them feel appreciated. They will get to understand that the employer is doing everything in their capacity to help them grow.
4. Follow up.
Watch for improvement. Any employee that is ready and has the self-drive to become better will show a positive change. Employers should not expect abrupt changes. Instead, they should create a timeline by which they will reevaluate the employees. Giving employees a timeline and a target helps them put more effort towards increasing their productivity.
At this juncture, employers shouldn’t talk about what is expected of the employees. They should also acknowledge and appreciate every step towards improvement.
5. Make a professional decision.
By now, an employer is ready to keep their employee or fire them. The firing process should be the last stage. This is when an employee has shown no improvement in their performance and zero interest in the same. Professionals such as Alexander Djerassi advise that an employer should start the firing process soon. Although it is difficult, they should let the employee understand why they are letting them go. The process should be legal, with employers explaining when the employee gets their paycheck and benefits. That helps the employer feel appreciated even if they did not meet the company’s expectations.