There are numerous reasons that can lead to you deciding that it is time to get rid of an employee. Maybe they are not producing to the level that you need them to. Perhaps they are constantly tardy or missing work completely. Or you may discover that their customer service skills (or lack there of) are deficient and costing you customers. Whatever the reason firing an employee is a serious event and one that can have consequences if you have not managed that employee correctly.

If you have not counseled the employee on their performance you may want to reconsider termination at this time. If you work at a large company chances are that your Human Resources department will not let you fire someone prior to their approval, and that approval is often contingent on the notes and write-ups that are in their personnel file. If you are a smaller business owner and you are the HR department, you still need to be sure that you have properly counseled your employee prior to firing them.

What is counseling? Employee counseling can take many forms. An email, a phone conversation, a one on one meeting, or a formal written documentation that the employee signs and is put on notice that the document will be placed in their employee file. What is key to all counseling is that you document and record all communications you have with the employee regarding their performance or behavior that does not meet the requirements of the position.

Let’s do an example: Sally Sleep slate has been working for you for 1 year. Over the past month or so, you have noticed that Sally’s sales have been consistently below expectation and she is frequently late for work. You have made a couple of off-the-cuff remarks like “Nice you can join us today” and think you have gotten the message across, but have you really? You need to have a direct conversation with Sally regarding her tardiness issues and her lack of production. Avoid asking questions like “What have you been doing at night?”, or “Is there a personal problem?” Stick to the job and your expectations. Shortly after your conversation make a note that includes the date and time of your conversation, what was discussed and what you asked her to do to correct her performance and place it in her personnel file. If Sally continues to be late or not meet production expectations you will want to do at least 1, preferably 2 or more formal written counselings.

What is a formal written counseling? It is a counseling that you do with the employee present that outlines:

1) The unacceptable performance or behavior.
2) What is expected of them going forward.
3) The time line for them to correct (usually immediate and sustained)
4) The consequence for them not complying.

Suggested language to include at the end of a formal written counseling is “failure to do so will result in further disciplinary action up to and including termination.”

Taking these measures serves many purposes. First and foremost it gives your employee the opportunity to correct their behavior and become a positive and productive member of your organization. Additionally, if the employee continues to not perform you can fire them knowing that you have them the opportunity to correct their performance and you have taken measures that will protect you against a wrongful termination claim or lawsuit.

Rick Docekal author, Founder of ArrowUp Consulting, an Arizona business consultant. Learn what Rick Docekal can do for your organization at http://www.rickdocekal.com

Article Source:http://www.articlesbase.com/management-articles/dont-push-the-fire-buttonyet-1002057.html