Have you ever fired someone? Were you ever in the situation where your employee’s growth was stagnant, and there were no other options other than firing that employee? Well……trust me, this situation arises more often than you would think. So, what would you do in this situation? Let’s say, you went ahead and got rid of the poor performing employee without any prep work. In that case, you might end up like my friend Naveen (changing the name for protecting privacy). Naveen fired his poor performer few months back, and now he is getting sued for ‘retaliation’. Obviously, this kind of examples should not become a roadblock in your job while performing your duties. Thus, I am providing you few tips through which you can fire someone without having the major risk of getting sued.
Give one more chance: Imagine….if you were the employee, who is on the line and about to get fired. Obviously, you don’t want to be in the situation where you think that you are a peek performer and your manager hands you a memo saying… “You are fired”. Thus, I always recommend managers to treat their employees as they would like to be treated. Hence, make sure to give your employee the last fair chance to improve his performance. Don’t just have verbal talks with him, make sure to document this and forward it to HR to put on his file. This will provide your employees with one last chance of improving their performance, while it will provide you with a supporting document, if you ever get prosecuted.
Work by the book: Before you take any drastic steps like this, make sure to read all the HR specific and company specific guidelines. If I were you, I would talk to my HR business partner or company’s attorney before even thinking about this. And before even talking to your HR personnel, I would recommend you to prepare a file which should contain all the documentations showing that you have had communications with your employees regarding this problem (i.e. e-mails, memo, etc.). When you have this discussion with your HR personnel, don’t forget to talk about all the minute details of your employees like his race, gender, recent leaves, etc. I have seen various situations, where employees have sued their employer for firing decision on the basis of their race or gender, and the firing decision didn’t have anything to do with that. Thus, it is better to disclose all the facts with your company’s attorney beforehand.
Have a crime buddy: By ‘crime buddy’ I meant to say, someone who knows the same information as you. In most of the situations, I would recommend you to include your immediate manager or the HR business partner. This practice will make sure that someone will back you up, if there are any legal proceedings in the future. Most of the managers know this fact, but don’t know how to implement this. Here is one tip….have a lunch with your immediate manager, discuss about this issue during the lunch, and then forward all the current documentation to him/her. This will ensure that you are not the only person accountable for this decision.
I hope these tips will help you in the unfortunate situation of firing someone. Let me know, if you have any other ideas through which you can save yourself after firing someone for their poor performance. Thanks. – Bhavin Gandhi