Give a contact individual if the employee wants to discuss the termination after the meeting. Do not share the specifics of the feedback received, or point fingers at other employees owing to the information collected on the exit interview form. As with the dishonest worker, a worker that pretends to not understand the job requirements is already trying to see how little he or she can get away with. If you layoff an employee for disobedience, you should have valid reasons and document it properly. Before holding the lay off meeting, set the firing memorandum aside for a day or two and then reread it to ensure it says what you mean it to say. In chapter 6, I used a case study to show how escalating discipline works. Unless the termination is disciplinary in nature due to worker misbehavior, there are successful ways of easing the separation anxiety of everyone involved.

When separating workers, you should always take care to cover these basics. Follow whatever protocol your employee handbook spells out. As a owner or Personnel supervisor, writing a layoff letter may be one of the more difficult parts of your job. But sometimes you don't have a choice when separating him would cost your small company or your career too much. If he files a improper dismissal suit, you'll have a more difficult time defending your position. because it's the only published source that clearly gives you proper processes for separating insubordinate employees and laying off during a downsizing. First, recording violations of company policy tells the workers you mean firm. Besides personally telling this individual in a termination meeting that you're sacking them, you should complete a series of steps before reaching this point.