5 Tips on How to Gracefully Let an Employee Go

This blog was originally posted on here: Rick Hevier's Tumblr

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Imagine this: You have to let some employees go.
Maybe they haven’t been keeping up with their work. Maybe the company simply needs to tighten its belt, and they don’t fit into the new budget. Maybe they’ve been working for you for a long time, and are a trusted member of the company; maybe they were recent hires. No matter the situation, terminating someone’s employment is not an easy thing for anyone to do. So, here are some ways you can make it as painless as possible.

1) Be prepared

Don’t wing it. It will almost certainly result in you misspeaking or being unclear in some way that is hurtful and unhelpful. Choose your words carefully, even writing out what you plan to say beforehand. Consider practicing on an advisor or close friend outside the business. You may even want to prepare an informational packet to give to each employee you are letting go of, containing information they will want for their transition.

2) Be clear

When breaking bad news, it can be tempting to beat around the bush. You may even want to avoid the topic for a while, and talk about something else, such as family life or the weather. Don’t. At the start of the meeting with the soon-to-be terminated employee, make the situation clear. Then, answer any questions they have as honestly as possible. Make sure they know all the information: how they can collect their last paycheck, how to apply for unemployment benefits, and what to do about health insurance. Clarity might not soften the blow, but it can at least reduce pain later on. 

3) Be legal

A lot of employers fear legal retribution when dismissing an employee, especially if it happened under unfriendly circumstances. If you are preparing to let someone go, check with a lawyer to make sure that everything is in order. If you have a contract with the employee, there may be a protocol you have to follow, or you may only be able to dismiss them under certain circumstances. When you meet with them, have a witness–ideally someone from HR. And, although it should go without saying, think honestly about your motivation. Don’t fire an employee as an act of discrimination–and that can include firing them for taking a medical leave or getting pregnant. Even in states where this is legal, it can still invite lawsuits.

4) Be quick

If someone is costing your company money, and you know you need to terminate them, do it immediately. Putting it off won’t make it any easier when it happens, and, in the meantime, you will lose money.

5) Be kind

Treat the employee respectfully. Take them aside privately, ideally at the end of the day, to spare them from the humiliation of packing up in front of their co-workers. If possible, allow them the option to resign, which will make it easier for them to bounce back.
Also, think of their coworkers. An employee termination can be jarring for everyone, even the people that continue to work in the office, especially if the employee was well liked or laid off for purely budgetary reasons. Be supportive of them.  Gather a meeting quickly after you fired someone and let the remaining employees know that you had to let the person go.  Doing this will keep rumors at bay, because the remaining employees will be able to ask appropriate questions right off the bat.  This will also keep your employees from feeling stressed that they, too, could be fired.  Be ready to discuss how work will be distributed and offer any help necessary.

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