How to Fire an Employee

I just realized that this week's blog posts have focused pretty heavily on maintaining your employees in your business, and in a nod to that theme and to Office Space I thought I'd wrap up the week with some tips on firing your employees. (After all, who could forget the "Mikes" stating that the best time to fire an employee was at the end of the day on Friday? Fewer scenes that way…)


When you work with someone you develop a relationship with them, good or bad, and that relationship is going to impact your ability to let them go. Everyone has that one employee that they just can't wait to say good-bye to, either because they weren't doing their job or they just didn't mesh personally with the rest of your office. When you've got a good employee, however, that you've got to let go for one reason or another it can be a little harder. Here's what the experts have to say about how to fire an employee:

1) Don't let the news get around. The only people who need to know an employee is going to be fired (besides yourself) is anyone else that will be present at the termination meeting.
2) Earlier in the week is better than Friday if you have an option on the timing of their termination.
3) Pull them aside to have the meeting, and get straight to the point. Tell them why you're letting them go, and be honest about it. If they have made a mistake that's forced their termination, tell them. If you're simply forced to let them go due to budget cuts, be honest about that too.
4) If you're offering them a severance package, go over the details at that time.
5) Offer to let them clean out their desk now or have you mail their possessions. If security is an issue, have a member of your security staff watch them as they pack their belongings and exit the building. Employees who have been fired for performance reasons may prefer not to have to explain to their co-workers and therefore opt to have you mail their belongings; employees who are being let go for other reasons may want the chance to say good-bye.
6) Be sympathetic, but don't waiver. The minute you start debating your decision you've already lost.

Don't forget to give out letters of recommendation if warranted, and answer their questions honestly. Remember, this is going to be difficult for both of you; however, handling it calmly and coolly will pave the way for a smoother termination and improved relations if either of your circumstances change farther down the road and you find yourselves working together again.

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