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Terminations can be a dreadful task for a manager, but the question is why? Why do managers find terminating an employee so difficult? Could it be the difficulties of separating emotion with fact? Is it the challenge of finding a replacement within a specified timeline and within budgetary constraints? Did the manager hire the right employee to begin with or did the manager inherit a staff through a promotion, starting a job, etc.?
According to research, 15% of employees have been terminated for calling in without a legitimate reason (CareerBuilder); 22% have been terminated for using the Internet for personal activity (CareerBuilder); 33% have been terminated for violating social media policy (SHRM); other reasons have been for poor performance or violating other types of company policy. Regardless of the reasons, managers should be prepared and terminate the employee with tact and within legal guidelines.
Here are a few suggestions for a smooth transition for all parties involved:
Tips for the actual termination conversation:
At the end of the day, if a manager has done due diligence, the termination should not be a surprise to the affected employee.
Written by: Roslyn Vargas, M.S. H.R.M
Roslyn has over 30 years of management experience, most in the area of Human Resource Management.