As one of the top staffing firms in Northern California, we know that “firing an employee” probably tops the list as one of the most dreaded responsibility you have. Hopefully, it’s something you don’t have to deal with often. Regardless, it’s certainly a stress inducer when it’s necessary – even though the end result might be a more efficient or productive company.

While terminations are certainly no fun, there are actually ways to make the process even worse.

Here’s a look:

1. Making a move without getting the employee’s side of the story.

If an important deadline was missed, a big client mistreated, or a major mistake made on a project, someone’s got to be held accountable. Just make sure you’re holding the right person accountable. So before you make a big move, and actually fire an employee, get their side of the story to make sure there’s justification for termination.

2. Not documenting bad behavior.

If you have to fire an employee for sub-par performance, then you should have been documenting their misdeeds along the way. While the paperwork might be a hassle, what’s an even bigger hassle is if the employee tries to sue you after you let them go. So be sure to document specific examples of poor performance and any necessary disciplinary action. Also be sure to keep any pertinent notes or emails on file.

3. Beating around the bush.

Even if you know you have to let an employee go, it can be tempting to try to engage them in small talk before lowering the ax. But don’t make them squirm. They know something is up. So get to the point as fast as possible.

4. Going public.

If an employee made a major mistake, you might feel like you want to make an example of him or her. But don’t do it. Keep the conversation behind closed doors and once the deed is done, don’t talk about it with other employees. Simply let them know that “so and so” is no longer with the company.

5. Not offering information or help.

Once a person has been fired, they probably want to get out of the office as fast – or faster – than you want to get them out. However, make sure they are aware of the resources available to them. For instance, connect them with the appropriate HR professional who can give them information about extending benefits. Not only will this ease the pain for your employee, but it makes you, as an employer, look compassionate.

If you’ve recently had to fire an employee and are looking to fill the gap, give Pacific Staffing a call. With more than 25 years of experience, we’re one of the top staffing firms in Northern California and know where to look to find top talent and how to screen them carefully to ensure you make the right hiring decision. Contact us today to learn more.