Category Archives: Layoffs

boss firing employee with a note

Best Practices for Terminating an Employee

Having to terminate is likely one of the hardest parts of running a business. It requires finesse, compassion, and conciseness; and if you do it right, you can make the transition painless for employee and employer.

Every company operates differently but they all have to manage hiring and firing employees, so it pays to establish good practices for terminating workers to minimize backlash or confusion in the workplace. Continue reading

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Donald Trump

How Not to Fire an Employee

Having to fire an employee or employees is often one of the worst parts of having a job—for both the employee being let go and the person doing the firing. Most of the time these terminations go off without much more than an air of sadness and perhaps a few tears BUT there are plenty of horror stories spawned by ineffective and just plain awful terminations.

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Employees Only sign

Terminations

“You’re fired.” Sometimes, the reason we don’t terminate someone is that we’re afraid or we don’t want to hurt somebody’s feelings. But remember this, if it’s not a good fit, then it’s best for everyone involved for the working relationship to come to an end. The longer you let it go on, the worse things could get.

If you have a bad apple, get it out of the barrel before it spoils the bunch. That actually happens in apple barrels – and in organizations.

You have a responsibility to the whole.

When it comes to having the law on your side, keep in mind that there’s a difference between having a bad attitude and exhibiting bad behavior. You can’t fire someone for being negative. It’s annoying, but there’s legally nothing wrong with that until they start exhibiting that negativity in communications with customers and coworkers. That combative communication is the performance behavior associated with the attitude of being negative. You’re not terminating or disciplining on an attitude. You’re terminating on a performance behavior that has been clearly and thoroughly documented.

Unemployment often looks at what the incident was that caused the termination, basically the straw that broke the camel’s back. What happened?

There are times when it is absolutely appropriate to make an immediate termination, and those things should have been crystal clear in your handbook. Obvious grounds for immediate dismissal include theft from the company, coworkers, or customers; sabotage of equipment; threat of bodily harm; physical violence, etc. Be sure to double check your state employment guidelines too. You can always “suspend pending the outcome of an investigation.” That gives you time to dot your Is, cross your Ts and consult with your employment attorney!

Start keeping notes, tracking changes and collecting data. You can start documenting immediately, even without a formal job description. Pull up your calendar right now and make a note: “Decided to rewrite job descriptions and start documenting good and bad incidents at work.” Get a system, however simple, and get started. It doesn’t have to be fancy to be functional.

Need help firing, finding and keeping the best people? Contact www.stopknockingonmydoor.com to request your free consultation.

This entry was posted on by HR Resolutions.
wanted ads section in newspaper

Hire Slow, Fire Fast, Step Carefully, Act Decisively

The Ad

Determining exactly what you need and putting it down on paper is like a playbook for a winning football game. It will help you write your recruitment ad, determine the questions you’re going to ask during screenings and interviews, evaluate how the individual has done in the interview, and, ultimately, make your selection. You’re setting yourself up for success, making the hiring process easier, and adding efficiencies into the process.

Applications

Have you ever been convicted of a crime? When looking at a criminal record report, look only at pertinent information from the past seven years (may vary by state – check with your employment attorney). Unfortunately, some of the criminal reports show everything, and it’s hard to not look, but ignore it if it’s not relevant to the job! In today’s era of the internet, criminal records are public information and accessible. Facebook and social media can be helpful to having an insight into a potential employee. However, is this legal?

Job Descriptions

When it comes to successful human resource management, job descriptions are the hub of the wheel. Everything else that you deal with comes out of that single document, working in concert to form a functioning unit. Lose one or two spokes, and you can hobble along. Lose the hub and you’re in the ditch. Exempt and non-exempt status is based upon the job duties, regardless of the job title.

What you don’t know could cost you.

You can recruit all you want, but your recruiting won’t be successful unless you know exactly what you’re looking for. Unless the person understands exactly what their responsibilities are, you won’t have a successful onboarding/orientation period. Without solid job descriptions, coaching and mentoring lose their focus.

The Interview

Phone screening helps you fill in details and get additional information before deciding whether or not to continue to the next level of the hiring process. They take up a lot less time than a face-to-face interview. However, when you have selected your top candidates, nothing replaces the handshake, smile and eye to eye contact.

Your employees are the heart of your company. For support and advice www.stopknockingonmydoor.com to request your free consultation.

This entry was posted on by HR Resolutions.

Need to do Layoffs?

You know what we’re looking at right now – 6 – 9 months of tough(er) times, depending on which of the economists and prognosticators you listen to.  No matter the brilliant oracle, we know we’re in for a siege of cutting costs and keeping focused on the bottom line.

So, the thought often occurs to us that we need to cut staff – layoff a few people and get by with less payroll.

If that’s where your thought patterns are taking you right now you might want to consider these three things:

1.0  Layoffs can lead to higher turnover.  When employees feel less loyalty, they give less loyalty.  They start to wonder if they are on a sinking ship and should they be looking for a ticket off the Titanic…

2.0  Layoffs affect productivity.  It’s hard to be productive when you’re worried about your job and your employees might be afraid that they’re  going to get stuck with all of the extra work that might come  from the people who just got laid off.

3.0  Layoffs are stressful for everyone.  Employers have sleepless nights, employees get the jitters and everyone is headed for a major work migraine.  Stress is a fact of work like, but having your work buddies heading out the door is tough for everyone.

So, what to do if layoffs have to be part of the solution?  Try these on for size:

1.0  Ask your employees for cost cutting measures – you might be surprised what they come up with for you.

2.0  Communicate frequently about what’s going on and how long your company can handle the current situation.

3.0  Conduct Scenario Planning and share the back-up plans with everyone.

4.0  Stay positive, pragmatic and take extra care of yourself and your people.  It’s good to have a business coach or colleague outside of the company who can be a sounding board for you.

Layoffs won’t be the worst thing that can happen in this business cycle, but it is tough and we’re here to help you if you need some navigation through the choppy waters.

Karen Young, HR Resolutions

This entry was posted on by HR Resolutions LLC.