Are you ready to finish?

How do you decide if you are really ready to fire an employee? As with any decision, you need to think carefully, but with termination there is another important reason to make sure you have made the right decision ... it is affecting someone's livelihood and that should not be taken lightly. Being objective is also important, you may think this is counterintuitive, but you should take the person out of the equation when evaluating the facts about whether or not this employee should lose his job.

By thinking about the facts and not the person, you can ensure that you are not making an emotional decision based on your feelings about the person. Another trick is to put another employee in the situation, choose someone you like, what would you do with them? If you come back with a different answer, then perhaps you are not being as objective as you should be. Now you may be saying, this person is a pain in the neck, why should I treat him the same way as this very good employee? Because being a pain in the neck really isn't a defensible reason to end someone. Let's be clear, if you are ending neck pain employed by a disruptive behavior pattern that is at the root of it being neck pain, then that is different from if they made a big mistake on a customer account (and never did. did before).

The next question to ask is whether this is a single incident or another violation in a series of performance or behavior issues. If this is a one-time incident, you must ensure that it is serious enough to warrant the termination of a person for a first offense. Is this incident against a written company policy, for example? There are many mitigating factors in this type of situation, including company values ​​and policies. Therefore, it is important to discuss this situation with your human resources department or with senior management to establish how seriously you should take the incident.

Another thing you should find out is whether or not this type of incident has happened before because if not, it will set a precedent with your decision on termination or not. If it has happened before, what was done to the other employees? Were they finished? If they were not, what makes your situation different from the termination of the order? If there is no difference, you will most likely need to move to a Written Warning or a Final Written Warning instead of the container terminal management system. What if in the past you did not end up with this type of crime but now your company wants to take a harder line? You can certainly change the way you handle problems in the future (but be sure to be consistent once you make that leap), but you really need to contact an attorney and identify the risks in doing so. Sometimes a company can choose to take risks, but should never do so without making sure that they make an informed decision.

If this is another incident in a series of problems, the next important question is if there is documentation and if there is, did the employee sign it? If you have a documented verbal conversation and the employee did not sign anything, it is most likely not the right thing to do. In that case, you should have another conversation and create a warning document that says "any additional incident will result in additional disciplinary action that may include dismissal." Another question you can ask yourself is; Will the employee be surprised? If the answer is yes, you may want to rethink your decision, if it is another incident in a series of performance problems then the employee needs to be aware of it to have the opportunity to improve.