10 Things You Should Never Do When Firing an Employee

10 Things You Should Never Do When Firing an Employee10 Things You Should Never Do When Firing an EmployeeFiring an employee is stressful for all parteies- not just for the employee losing a job. No matter how well youve communicated about performance problems with the employee, almost no one believes that they will actually get fired. This is often not without cause as the average employer waits too long to fire a non-performing employee much of the time.So, employees convince themselves that they wont get fired they think that you like them they think that you know that they are a nice person, or you recognize that theyve been trying hard. In fact, you may believe and think all of these things. But, none of your feelings matter when the employee is not performing his job.In a technology company, an employee attended her termination meeting. In the month prior to her termination, the employee had missed eleven days of work. Her work had deteriorated beyond repair and she was missing part of every day that she was scheduled to work so her production was half of what the employer needed.Despite counseling, verbal warnings, and written warnings, she said that she never, ever thought that her company would fire her. Many employees feel the same way. And, in part, this belief is encouraged by the employers actions, or rather, non-action.Firing an employee may take you awhile- usually much longer than the circumstances merit. Because you are kind, caring, and tend to give employees another chance.But, these are the top 10 things you do not want to do when you do decide to fire an employee. 01Dont Fire an Employee Unless You Are Meeting Face-to-FaceJose Luis Pelaez Inc/Blend Images/Getty ImagesAn employment termination checklist can keep you organized and on-track when you need to fire an employee. The employment termination checklist ensures that you cover all appropriate topics during what can be a stressful meeting for all participants.The employment termination c hecklist provides guidance about informing the employee of what she can expect legally and from your company upon her employment termination.It also serves as proof of the topics and exchanges that were shared with the employee during the termination meeting.Making the Best of a Difficult SituationFiring an employee is not your most sought-after experience. But, you can make the experience more palatable by using an effective, supportive approach to a hard conversation. The actions you take really do matter to the employee who is being fired and to the coworkers who will learn- quickly- that the employee is gone.In this era of social media and electronic communication, your entire workforce may know within a half hour- or sooner. And, because you keep employee matters confidential, the employee will tell any story that makes them look good- even if it makes you look bad.You will likely be unfriended at social sites, so if you wonder how the former employee positions the termination, check quickly. Expect a period of time during which successful employees look to you for reassurance about their own jobs.DisclaimerPlease note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and employment lawsand regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.Did you enjoy this article? Youll want to sign up for the free HR newsletter now because you want to read all of the new articles as soon as they are available.