Please Clean Out Your Desk

1. Legal counsel – Before proceeding in your decision, consult your human resources and/or legal department for potential ramifications of the termination. Some dismissals will be more complex than others and professional advice may very well pay for itself.
2. No surprises - Give verbal and written warnings as well as maintaining performance appraisals. This will keep the individual from being surprised by your action.
3. Be prepared - Have the necessary documents, severance or vacation pay, or reference materials ready at the termination meeting. Have a plan in place for compensating for the increased workload.
4. Don’t get guilted into a decision - Think long and hard prior to the termination about doing so, then stand by your decision when letting the individual go.
5. Communication - Don’t torture the individual with meaningless conversation and don’t get involved in an argument either. Don’t talk about the termination with other employees not involved in making the decision.
6. Timing – Experts agree that once the decision is made to let someone go, do not procrastinate. The situation will usually get worse. The best time to let someone go is early in the week and in the morning. Never right before a weekend or holiday.

The coming and going of employees is a natural cycle in any business. Proper management of the process will minimize the negative impacts on the growth of the company. To read more tips on the termination process, visit HRhero.com, AllBusiness.com, BusinessTown.com, or the University of California - Berkeley's College of Natural Resources.