Every business has its ups and downs. For many small businesses, especially those in highly competitive industries like technology, retail and hospitality, hiring and keeping employees can be a challenge. Even the most successful companies will eventually have to fire an employee at some point. There is no easy way out of this predicament; it’s a necessary part of any company’s growth and development. But firing someone from your own company can be agonizing and stressful, with so much at stake for everyone involved.For many small business owners, the decision to fire an employee is the hardest they will ever make. After all, it’s not just a matter of letting someone go – you are effectively ending a relationship that has been ongoing for months, sometimes years. There are no easy answers when it comes to the topic of firing employees from a small business and there aren’t many articles or blog posts out there that can help guide you through the process. So we dug deep to find some useful advice on this sensitive subject.
Document and Communicate
When you first get hired at a small business, it’s not uncommon to have a one-on-one meeting with the owner or head manager. During this meeting, you will discuss various aspects of your job, including performance expectations, goals, and how you fit into the larger picture of the company. If you have a particularly long or detailed discussion, it might be wise to jot down some notes so you don’t forget important details.This conversation will become your termination meeting with the employee. You will want to go over the employee’s job history, performance reviews, and any concerns you may have. At the end of this meeting, you will have a better idea of what the employee needs to do in order to stay on with the company.
Don’t Be A Bully
If you’re reading this article, then you probably know that you will probably face pushback from an employee who is about to get fired. They will almost certainly protest, cry, beg, and attempt to manipulate you with guilt trips and sob stories. They will do everything they can to make you feel guilty, but don’t fall for it. You can’t change your decision, and you can’t let this person intimidate you. You must have the strength and conviction to do what’s best for the company and your other employees.There are no easy ways around this. It’s a difficult situation for both parties, but you need to remain firm and confident in your decision. No matter what the employee says or does, you must stand by your decision and do what is best for the company.
Manage Expectations
Employees have expectations about how much they will be paid, as well as when they will be paid. They may also have other expectations, such as for a certain level of vacation time, paid holidays, and work hours.Some of these expectations are written into a company’s employment contract. If you hired this employee, then they probably signed a contract that outlined their employment and benefits. However, even if an employee does not sign a contract, they probably have some expectations of what they can expect.
Have a Respectful and Honest Breakdown of Performance
If you feel the need to break bad news to an employee, then you should have a conversation where you are honest, respectful, and transparent. If you have concerns about their performance, then you should discuss them. This should be a constructive conversation where you are sharing your honest opinion and helping the employee improve. You don’t need to throw mud at the employee or be cruel.This conversation is especially important if the employee is on a performance review cycle. The employee will most likely be on edge, expecting some kind of performance review. You need to approach this conversation respectfully, but also with honesty. The employee may have some questions and concerns, and you need to be ready for those questions and concerns.
Don’t Let An Offer of Settlement Hurt You
Before you start the termination meeting with the employee, you should have a clear idea of what your settlement will be. You don’t want to start the meeting and have the employee offer you a settlement you can’t afford. The employee may be desperate for money, or they may have made up a story because they are hoping you will buy it.
Conclusion
Firing employees from a small business is difficult. You need to be thoughtful and considerate, but also assertive. When an employee is fired, it doesn’t just impact the employee. It has a ripple effect on the rest of the company.