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Wow - that's never an easy phrase to say to anyone under (almost) any circumstance! But, really, it's OK to say it. In fact, sometimes it's the best thing you can do for your Company AND for the employee. Think about these phrases: "slacker", an employee who "quits and stays", morale "buster", Negative Nellie... the list can go on and on. Now stop and think about the damage they can and ARE doing to the company.
Hard to believe an HR Manager is talking about firing someone. We're usually the ones that are saying "NO", aren't we? An HR Manager's responsibility is to the good of the whole organization though. We need to evaluate the impact on the entire company, the steps that have been taken to "rehabilitate" the employee, the training that has been supplied and many other aspects of the "whole" organization. Ultimately though, termination may be the answer.
If termination is the answer, be sure your decision is based on non-discriminatory, business reasons. Don't promise unemployment - that decision is up to the State. I always ascribe to the "never on a Friday" rule. (Friday's may give the affected employee the whole weekend to stew over the horrible thing you did). Most importantly though -- treat the individual with respect and dignity.
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