The employee nes to be convinc of this idea. Step 4: Stay on topic and get to the point quickly It is worth firing an employee quickly. During the final conversation, do not approach the topic at length. Such an approach may be perceiv as mockery. It is important to speak briefly and to the point in a personal conversation. Explain clearly what could have been the basis for dismissal.
If a specialist tries to challenge
A dismissal initiat by the employer, answer calmly, clearly portugal phone number library without nerves. Operate only with objective facts that he knows about: data on its performance; previous agreements on KPIs; sales figures; results of the work shift and the probationary period. The more logical, respectful and justifi reasons there are for firing a person, the easier it will be to understand and accept them. Be prepar for the fact that there are some employees who are difficult to fire.
Their reactions may vary
However, remember that firing is a final decision. The purpose of such a final conversation is to convey information and discuss the terms of the reducing stigma and breaking down barriers termination of the relationship, including compensation. Step 5: Discuss further organizational matters – formalizing the dismissal Once you have announc your upcoming dismissal due to the current circumstances, all that remains is to discuss a few important organizational points according to the instructions: This step will calm any employee down a little and make them focus on solving personal issues.
The meeting will end constructively
The specialist will not feel that you just made up a reason for buy lead dismissal. The most important thing: write down all agreements on paper and hand over the final documents to the employee after the meeting. Otherwise, the person may misunderstand the terms of the separation or simply forget something that was agre upon after the moment of dismissal. Please note that in the event of a dispute. Step 6: Announce the layoff to your team properly At the very end of your conversation, outline exactly how and when you will issue the resignation notice to the rest of the team.