What's the hardest thing you've ever done as a manager? Whether you're a novice team leader or the CEO, odds are the answer is "Letting someone go."
Terminating an unsuitable or unsuccessful employee is a painful sign that the organization has failed, too. Yet almost every manager will face this essential task. Here's some practical advice to guide you when termination seems the only solution to a performance problem:
- Make sure you've exhausted all other options. It's rare that an employee will commit an offense so flagrant as to justify immediate termination. More often, an employee should be warned, first orally and then in writing, about a pattern of unacceptable conduct. If the conduct continues, then the employee should be put on probation, then if possible suspended for a few days without pay. Only after this process ofshould termination be considered.
- Make sure the employee knows the conseq...(register to read more)
- If you discover wrongdoing after the fact, you can use it in court to justify termination
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