Having to let someone go is a trying time for a manager no matter what the reasons are around it.  Managers have the ability to be respectful right to the end as whether we like it or not this is a very personal conversation, one that’s taken personally and at times seen as a personal attack on the individual.

Whether the decision is formulated due to retrenchment, work ethic, performance, serious violation.

Make sure it is handled quickly, fairly and above all professionally……….

Remember in all cases the employee needs to be clearly aware what and why this meeting is being held and as an employer, you have gone through all the stages of performance reviews, offering solutions and support to help an employee improve their performance, or address a serious violation or a Reduction Industry Force; Prior to making your decision to cease employment or holding this meeting.

End of the week such as a Friday in the morning usually is the best time (if there is a best time) to cease someone’s employment; it eliminates having to interact with that individual after the deed has been done.

It also give the individuals co-workers the weekend to come to terms with the decision as  no matter who the employee is there is always a fall out impact on the team.

As unpleasant as it is for you it is worse for the employee.  Having a formal exit interview with the employee and allowing that employee to also air their grievances in calm and heard manner. Remember “it’s not personal“, listening to an irate employee can be hard, stay calm in your mannerisms, language and listen. As a company we also can learn from exit interviews as everywhere has room for improvement.