I was just faced with this difficult task recently. I wish I had had the benefit of taking this course before that situation arose because there were many valuable tips in the modules. However, without having that knowledge beforehand, I feel pretty comfortable in knowing that by following my instincts, I did a commendable job, although I'm sure it's never a pleasant task.
I lost a lot of sleep over whether I was doing the right thing or not, but in the end I realized that I had done everything I could do to make this a more workable situation. I had talked with the employee several times about what was expected of her. I had relieved her of some of her some assigned duties so she could devote more time to the most important task, which was instructing in the classroom. I had assisted her in locating materials, etc. She still continued to do things that she had been advised against, as well as presenting a very questionable demeanor in front of students.
It's especially difficult in today's economic times when you feel someone is depending on your company for a living and the job market is so limited. However, our first responsibility is to our students, and we owe it to give them 100 percent effort in the classroom.
The dismissal occurred in a private room after others had left for the day; my co-director was present in the room with me; I did it at the end of the day on a Tuesday; the employee was paid through the end of the pay period. I was calm and tried to keep the conference as brief as possible, answered any questions that arose, and told her I wished things had worked out differently.
As this employee was still in the probationary period, we actually didn't need a good reason to let her go other than she just wasn't a good fit. I had been keeping a written log, however, when problems first arose, so everything had been documented, such as directions and goals she had been given and where she did not reach those goals.
All in all, I think I did a fair job for my first dismissal.
Clytie,
Also, make sure that you do your homework before you step into that dismissal meeting. You are delivering the facts in terms of the need to go your separate ways, so have the facts straight and plan for the delivery. The professional and calm delivery that you mention is key to getting the job done appropriately. I always try to have HR in the meeting as well. They can take over on the process of separation--COBRA, severance, collecting keys and equipment, etc.
Pat
I agree completely with this, firing is never an easy task, and people get emotional/angry at this time. So you should deliver this news as professionally and calmly as possible. Ensure you direct them to HR and if possible inform them of resources that are available for helping in job placements, educating or training depending on what they were dismissed for.
Salma,
That is interesting that your school has chosen to do dismissals on Friday. Do you know why? I am sure that someone has thought it through and found that to be the best time for your particular situation. Typically, a Monday gives the employee time to begin the job search process immediately rather than thinking negative thoughts about the school/company and himself or herself over the weekend. I like the fact that you pull everyone together so there is a common understanding of what happened and rumors are not allowed to circulate because of failure to share appropriate information.
Pat
We handle dismissals on a Friday always. Although this is not recommended in this course
management has chosen to do it this way.
A staff meeting is then called to explain and
notify of the dismissal.
Usually two managers sit in on the dismissal.
Recently we had to dismiss an instructor several
reasons. We made the meeting short and to the
point. He was then escorted to his classroom
to remove his things.
This is never a pleasant experience to me.
However as stated in this course it always
provides a better environment for the remaining
staff and faculty.
Miriam,
I agree. Dismissals should be done privately, behind closed doors. I have also learned over time to have another person in the room, usually from Human Resources. I would try to have a man from HR in there with me so that gender does not become an issue or accusation. As you say, you want that person to leave with dignity and respect so delivering the message accordingly is important. Be factual in delivering the message. It is never easy to dismiss someone but can and should be done professionally.
Pat
I"m a big beliver in privacy and making sure all employees, and co-workers do not feel ashame or degrated. When dissmissing an employee, it can go either way. You can get a very harsh response, or a setlle response.
I think the best, appropriate and professional way to dissmiss an employee would be privately in an office.
You are absolutely correct. In the current economic environment, supervisors are being called upon to dismiss employees on a more regular basis. Therefore, learning how to do so in a humane fashion is so important. It is never easy but being caring and compassionate allows the employee to leave with their dignity and respect intact.
Congratulations on completing the course. Best wishes.
Pat
Fridays, are not a good day it that it can cause a person to "stew" not to mention, flat out ruin a weekend. Having the termination on a Monday gives the person a chance to get out and start looking for a new job right away.
Alexis,
You make some good points. The private room is important. I also usually try to have a person from HR in the room with me and like to have that person be of the opposite gender from the person being dismissed. That just reduces the "he said, she said" possibility as well as the sexual discrimination problem. HR can then accompany the person dismissed to their office/desk to pack things up. It depends on the reason for the termination whether I would allow them to say their goodbyes. I agree with you on the Monday dismissal. Why is Monday usually better than say a Friday?
