How to Fire an Employee Without Actually Firing Them
First, understand that firing an employee is a long process. Whenever possible, an employee should know that they are going to be fired. It should not come as that much of a surprise. If you are having the proper conversations with your employee, and they know exactly what is expected of them and exactly where they are not meeting those expectations, and the consequences of not meeting expectations, then when it comes time to terminate them, they should solemnly nod their head and say, "I know. I was expecting this."
If you are at this point with an employee, then convincing them to quit before they get fired should be easy. Your generic pitch goes something like this:
"Joe, let's talk about your performance. We have been in agreement for some time that your performance is not meeting the expectations of this job. We've now reached a point where we have to make a decision. I see this going one of two ways: 1) you can involuntarily allow this company to terminate your employment or 2) you can leave voluntarily. The choice you make will determine your future. Your next potential employer will want to know why you left this company. Wouldn't that be an easier conversation to have if you were able to tell them that you left voluntarily? That you decided the job did not fit your skill set, or your schedule, or whatever you decide to tell them? Versus explaining to a potential new employer why you were fired from your last job? Why don't you think about it overnight and tomorrow morning, let me know what you've decided to do."
I had this conversation with an employee I was about to fire. The next morning he came in and handed me his resignation. Two weeks later he was gone, and the decision was entirely his.
Published by Mark McGinty
Mark Carlos McGinty is the author of "The Cigar Maker" and a descendant of Cuban cigar makers whose work has appeared in Cigar City Magazine, Maybourne Magazine and La Gaceta. He grew up on ropa vieja, Cuban... View profile
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