Employee Insubordination

To Managers Who Want To Stop Employee Insubordination And Poor Performance

It has come down to the unhappy moment when there is no other choice—you must fire an employee. One of many valid reasons (incompetence, violation of company rules, necessary downsizing, and the like) has brought you to this decision. Now you must take action.

First, you must act decisively. Once you decide to fire an employee, procrastination will only make a bad situation worse. This is especially true if the employee senses imminent termination in his or her future. The longer you put off the procedure, the more time the employee has to go into the defense mode. He or she will consciously or unconsciously try to make you feel the problem is you. In the worst case scenario, the employee will take actions that hurt your business. The other end of that spectrum is the employee will simply slack off; sometimes, stopping work altogether.

Next step is to make a plan. When you are about to fire an employee, it is not the time to shoot from the hip. If you fail to consider legalities and proper procedures, this process can cost your business dearly.

Planning to Fire an Employee

In the planning to fire an employee, there are several things to consider:

*Do I need to give the employee a letter of termination? If you fire an employee for “cause,” a clear, well-written statement of the reasons for the termination will inhibit any future legal action by the employee.

* Have I planned out exactly what I am going to say when I fire an employee? A brief set of notes will help you be sure to “cover all the bases” when you call the employee in for the termination interview.

*Have I given the employee opportunity to change? In other words, have I ever counseled the employee, given a warning letter, provided enough training? Failure to follow such procedures may come back to haunt you in a labor dispute.

*Do I need to prepare a letter of recommendation? You should not give an employee whom you fire “for cause” any recommendations. Other employees, however, may merit such consideration, and a short letter of recommendation may take the edge off the unpleasant situation.

These are just a few of the questions that could make matters easier when it comes time to fire an employee. There are many resources available to guide you through this process. If you take the time to collect this information before you fire an employee, it will make the termination go more smoothly and prevent legal problems later.