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The hard truth by 'Z': Before you say “You’re fired!”

Heading down the probation-termination road

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in Firing,Human Resources,Leaders & Managers,Office Management,Performance Reviews,Records Retention

You never appreciate a good performer until you’ve fired a bad performer. That’s because bad performers take so much time and attention to manage.

There’s so much legal maneuvering required when building a case for termination. I watch the employee’s personnel file get thicker. When it reaches two or three inches, I’m probably safe pulling the plug.

Don’t get me wrong. I understand the need to give everyone a fair chance to improve. I’m never impulsive, like in the movies when the boss yells out “you’re fired” on a whim.

What a court would think

From the moment you sense that an employee isn’t working out—and you set in motion disciplinary steps—you have to imagine a judge and jury watching your every move. That way, you can stand behind your actions without feeling embarrassed or guilty.

For example, I never “paper” a personnel file with memos written from memory. If you terminate first and then justify it later in print, a...(register to read more)

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