OBJECTIVES:
- Create employee performance plans
- Identify employees who should be terminated
- Establish effective termination meetings
- Know the “Do’s” and “Don’ts” of firing an employee
- Be able to conduct exit interviews
Module One: Getting Started
- Workshop Objectives
Module Two: Placing an Employee on a Performance Improvement Plan (PIP) Before Firing
- Justification
- Validate
- Include
- Be Grateful
Module Three: Employees Who should be Terminated (I)
- Feeling of Entitlement
- Cannot Perform Job Functions
- Can’t Function with Other Employees
- They Overpromise and Under Deliver
Module Four: Employee Who should be Terminated (II)
- Blatant Disregard for Customers
- They Are Unreliable
- Don’t Adhere to Code of Conduct
- Use Company Property for Personal Use
Module Five: Things to Consider When Setting up a Termination Meeting
- Meeting Attendees
- Venue of the Meeting
- Security Presence
- Logistics
Module Six: The Correct Way to Fire an Employee (I)
- Use Positive Language
- Review Past Feedback
- Concentrate on Specific Behavior
- Fire Early in the Week
Module Seven: The Correct Way to Fire an Employee (II)
- Keep it Short
- Have Employee Sign Release
- Transfer Terminated Employee’s Functions
- Avoid Fighting Unemployment Claims with Employee
Module Eight: What an Employment Termination Checklist Should Contain
- Notification to Human Resources
- Systems Access Terminations
- Return of Company Property
- Benefits Status
Module Nine: The “Don’ts” of Firing an Employee (I)
- No Performance Improvement Plan
- Using an Electronic Method
- Fire Without a Witness
- Provide Long Reason for Firing
Module Ten: The “Don’ts” of Firing an Employee (II)
- Not Making the Decision Final
- Let Employee Take Company Property
- Allow Access to Work Area
- Permit Information System Access
Module Eleven: Conduct Effective Exit Interview
- When, How and Who
- Objective of the Process
- Company Readiness for Exit Interviews
- Execute the Feedback Results
Module Twelve: Wrapping Up
- Words from the Wise
