What is the best way to fire someone?

The question was asked first on LinkedIn where other answers can be found. My answer was:

“What are we really doing in such circumstances?

Do we:

- "fire" (the heretic),

- "terminate" (the pest),

- "let go" (the slacker),

- "dismiss" (the insubordinate),

- "divorce" (the partner)

- "remove" (the remains)

- "sack" (the quarterback)

- "retire" (the player involuntarily)

- "discharge" (the employee)

- "breakup with (the significant other) or

- "end" (the relationship)?

There are countless ways to describe what's happening, each with very different meanings; but, from the employer's point of view, all with the same legally functional result, right? Not really.

The way you frame the action is critical, especially with the possible legal consequences available, not to mention other ways to get even. And more. The person assigned the dastardly deed may discover that, after all is said and done, that person is also "fired."

I always have advised my fellow co-workers to view their jobs as a way to make a living and to advance their personal education. When they realize there are few employers who will support them in this manner, the good ones will likely stay and the others will expose themselves for what they are. I have always urged them to be using their present job to learn as many transferable skills as possible and to try to prepare for the day when they seek other, if not greener, pastures.

In keeping with this approach, I remember always the profound law written somewhere in our human nature: "Do unto others as you would have them do unto you."

Sounds like this problem has been around for a long time, doesn't it?

Bottom line: As soon as possible, with a severance check, an appointment with an out-placement expert, and a legally sufficient release in hand, I would call the person into my office to meet with me and the HR person. I would speak of what is happening as a "parting of the ways" and a "moving on". Thus I am framing the event as part ot the journeys we are all participants in.

The key is not to argue, but be firm in the presentation. Be kind and professional, dignified but not cold. Most of all, listen to what they person has to say in response. It will clue you in to the possible consequences.”

What do you think?

Please include your comment here or contact me to discuss.

Thanks.

John Darrouzet