Getting fired is no fun at all. It brings loss of income, embarrassment, financial uncertainty and anxiety to the employee. On the employer’s side, there may be some guilt even though the firing is justified. They also have to be wary of legal implications. Here are some considerations to have in mind when firing someone.
Deliver the news in person. The last thing an employee needs is to hear the news through the grapevine. As you do this, be empathetic. After all, this is a major life change. Explain the reasons why they are being fired. Allow them to respond, listen to their concerns and be as supportive as possible. If their emotions are too charged, offer to talk with them at a later time. You may also ask a trained HR counsellor to join you.
Be prepared to answer the employee’s questions pertaining to the firing. For example when is the official end date, is career counselling available, are there other opportunities within the firm, will they get benefits, etc.
Make sure the firing is absolutely necessary. It should be the last step of a thoughtful process. In case it’s due to company restructuring, the employee should have been given fair warning. If due to indiscipline or poor performance, meetings should have been held with him/ her to discuss this.
Help the remaining team members refocus on work. Explain the reasoning and process of the firing, and what it means for the team henceforth. Remember to keep confidential information about the fired employee confidential.
