There's been a lot of discussion on these threads about the best day of the week for a dismissal, with most people, and the module, preferring Mondays as it allows the dismissed employee the opportunity to job search that week. But what about the needs of the campus? I have had to terminate 4 employees this year, unfortunately, and none of the planned events were scheduled for a Monday. The dismissals involved instructors and the dismissal was scheduled for a day in the week that was most appropriate to the students - the end of a weeks' material and test, for example. Sometimes the employee does something so egregious that dismissal is immediate, but usually in these instances it is not.
What do you think about meeting the needs of the company first, rather that the dismissed employee?
The most appropriate for me is to do it in a private office and also have someone from HR with me.
Addys
Nelly,
Good response. Further, the dismissal should not come as a surprise if you have been working with the employee to improve performance. Be brief, to the point. I like your comment regarding showing compassion. That can be difficult but it is important in terms of allowing the employee to maintain their dignity.
Pat
Madeline,
Dismissing an employee is one of the tasks that goes with the territory. It is not a task that anyone ever enjoys doing. If a path of progressive discipline has been followed, the dismissal should not come as a surprise to the employee. The only suggestion that I would add to your response is that I always like to have another manager, preferably from HR, in the room as well. They can then deal with the gathering of keys, computer, etc. and if questions arise in terms of what was said, they can corroborate your statements.
Pat
As learned in this course, the best day is a Monday. The most appropriate is been respectful to the employee, never using arrogant manners; showing compasion; doing it in private and if prefered and necessary it would be best to have a second staff member, such as the Campus Director. Explain the reason for the dismissal briefly. Also, I recomend that the employee is requested to see the HR Department for any questions, and wishing good luck.
The most appropriate way is to hold a meeting in a private office , state the facts and be straight forward.allowed the employee to say goodbye to fellow workers so long as she/he is acting reasonable and not out of control. The dismissal will be best on a Monday morning.
Julie,
I like your reference to progressive discipline. If the dismissal is based on the employee's inability to do the job, you will at least have worked with them and talked with them in an attempt to improve their performance. If they are unable or unwilling to improve their performance, the dismissal will not come as a surprise. Then you will deliver the message in a factual, brief manner, preferrably with someone from HR in the room with you. They then can deal with the collection of keys, computer, etc.
It is never a plesant task to do but it is a small part of the responsibility of being a supervisor.
Pat
Give them an opportunity to correct their mistakes and improve. If no improvement or the issue continuues after several write ups then the employee will be terminated.
Elsa,
I agree that Monday is the best day to terminate an employee. I also believe in having another person in the room, preferably from HR. They can then deal with the "what happens next" questions. If the supervisor has made an honest effort to help the employee improve their performance, the dismissal should not come as a surprise. If the dismissal is for reasons other than performance, then policy should establish the appropriateness of the action.
Pat
Pat
I definately agree on Monday mornings.
I believe you need to be firm and factual when delivering the message.It needs to be done privately and professionaly.
Elsa
Mercedes,
You are right. Dismissing an employee is never a pleasant task, but it is sometimes necessary. I agree with having another person/manager in the room just in case there is an issue. But a termination should never come as a surprise if the dismissal is performance related. The supervisor should have been working with the employee all along in an attempt to improve performance. Stating the reason for the dismissal in a clear, concise manner is the most effective way to complete the task. Be factual keeping the emotion out of the process.
Pat
I think that dismissal is not easy but some time is very necessary.We do not have to be agressive or unprofessional.We also have to be with other person in the room .You should recomend other ways to where they will start their live and some suggestion to avoid their bad behave.
Pat
I agree when dismissing an employee it shoulkd take place in a private office and I will have a second person in the office like the human resource person to avoide any missinterpretation and explain to the employee why he/she is being dismissed.
Tania,
I agree with your response. You also want to make certain that you are prepared to deliver the message that the employee is being dismissed. As I have said before, a dismissal rarely comes as a surprise if we as supervisors have done our job. Usually, the dismissal is due to poor performance. If we have worked with the employee to improve performance, we might be able to avoid the dismissal altogether. I also recommend having another person/supervisor in the room as serve as a witness should their ever be a need to prove what was said or done.
Pat
Dolly,
It does depend on your state, but in most career colleges and most states, our employees are employed "at will." We are different than the public education sector where faculty in particular frequently have teaching contracts and a union to protect them. It is still advisable to make certain that the dismissal is performance based with documentation to show the reason. As I said earlier in the forum, the dismissal should rarely come as a surprise. Working with the employee to improve the performance might prevent the need for the dismissal.
Pat
Marietta,
It is never easy to dismiss an employee so you are not alone in your feelings. No matter how many times you must take this step, it never seems to get any easier. Preparation is key. Even practicing what you will say helps as does keeping the emotion out of the process. Stick to the facts. Dismissal should rarely come as a surprise to the employee if communication regarding poor performance has been occurring on a continuing basis. I also try to have another management person in the room, usually someone from HR, so there is a witness.
Pat
The most appropriate way to dismiss an employee is always to do it privately and not prolong it.
I agree with Marietta. Letting go of someone is very difficult because you begin to think of the reasons why that employee was working. Whether it was because he or she has a family to support. The best way is to get it done with not prolong the matter. It should be done in private and ethically.
Pat
I find dismissing an employee to be one of the most difficult things a supervisor has to do. I definetly agree that the dismissal should be done privately and on a Monday. And I think that following the saying do unto others as you like done onto you is a great guide to make sure you are treating the employee with respect.
Marietta
Patricia,
Terminating an employee is never a pleasant task but becomes the responsibility of those in a supervisory position. I commend you on the steps you took. Even though it was within the probationary period, you still took steps to help that individual improve her performance and you kept documentation regarding your conversations and expectations. I also like the fact that you had someone else in the room with you when you actually did the termination. That is just a good precautionary procedure should there ever be a lawsuit or dispute regarding what was said or done. Your calm demeanor also goes a long ways in assuring that the employee understands what is happening and what her rights and obligations are going forward. Good job!
Pat
