Management 79

Management & Leadership

4 tips to separate from an employee

Separating from employees is never an easy task to do. There is some right ways and a wrong ways of doing it. Choose wisely.

Be True

Know what you have to say, and say the truth. Don’t try to invent an excuse, everybody knows what’s real or not in this discussion.

Don’t be vague, be clear, avoid sentences like “We’re different”, well, we’re all different, this is why you hired him•her, right? And you will find many differences with every other employee in your company.

Don’t lie to the other teammates and employees. Of course you will talk about that to everyone, because everyone deserves this information, NEVER separate from an employee without relaying the information on your internal blog.

And, in the internal blog post, don’t try to hide the truth, someone know it, and it will be discovered soon.

Don’t Bring It From Nowhere

If you’ve done your job correctly —I mean, this is not the first time you have a meeting with this employee to talk about his•her job — there won’t be a reason to explain why you have to separate from him·her.

If it’s the first time you’re talking with him·her about a possible separation, it’s ok, but don’t say the first time “We’re separating, now” unless s·he did a serious misconduct.

Think About The Future

Don’t talk with your emotions, the decision is hard, but has to be taken. So, avoid anger, sadness and think about the future of your company, yes, read it again, think about the future of your company.

It is important for you to protect your reputation when separating an employee. Because past employees may not be future sources of businesses, but how you will handle the separation can also affect the future of your company and the success of recruiting new workers.

Do It Yourself

You’re the manager? Do it, don’t let that complicated task to your colleague. A Project Manager, COO, Lead Product is not here to do your CEO/HR job.

Maybe, if you don’t want to do it yourself is because this failure is your fault after all, and, by avoiding it, you refuse to assume that. Or you’re too afraid to do a dirty job, but as CEO, this is part of our job, sorry.

Have you ever faced this situation?

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