Terminations

Mitt Romney remarked that he likes being able  to fire people,  meaning he wants a company owner or manager to have the flexibility to remove an unsatisfactory (in the manager's  opinion) employee. The Democrats and other Republicans immediately jumped on Romney's boo-boo to make it seem as though the ex-governor terminates underlings gleefully. One is reminded of Mr. Burns on The Simpsons, who gets rid of workers as a sport.

I'm not interested in defending Romney, or the prerogative of an employer to fire an employee at any time or for any reason, or no reason. Where it is legal to do so, companies have too frequently axed workers who are close to retirement and a pension, or on whatever whimsy or personal animosity they feel. I would like to say a few words about how to dump someone who just hasn't worked out.

Too often, a fired employee is told to clean out his desk and must depart in front of everyone, accompanied by security guards as if he's a thief.

Here's what I think. First of all, there should be no big surprises on evaluation day. An unsatisfactory worker should know beforehand what's about to happen.  In other words, there should be reprimands and notes to files before the termination meeting takes place.

A manager must keep in mind that the firing is not a personal thing from her/his viewpoint, but it will be taken very personally by the person who is about to become unemployed. The manager doesn't hate the employee, doesn't want him/her to be miserable, impoverished, or anything else. The person being fired should be helped out the door with at least some dignity and sense of self-worth remaining.

Therefore, in the termination meeting it's important to begin with a complliment, before saying, "But  things haven't worked out here." A short summary of the employee's failings might be given, but they should have been called to his attention on previous occasions and needn't be belabored.

The meeting then takes on the characteristics of an exit interview. The employee sshould know about any separation package and must be allowed to depart with a minimum of gawking from others.

There are exxceptions, of course. If the employee is being fired for theft or some other crime I'd say there's no need to be anything other than brutally honest. "you were caught with your hand in the till. You're done. Leave now."

But to be callous with someone who was merely inept is itself a sign of bad managment.