Top 10 Mistakes Made by Human Resources when Dismissing Staff
Posted by Jessica Miller-Merrell
When an employee fails to perform at the required level, misses too many days of work, or acts in a way that is detrimental to an organization, it might be time to hand him or her a pink slip. But before bringing said employee into your office for termination, you need to make sure that all of your ducks are in a row. Dismissing an employee needs to be done without error if you want to prevent a legal battle. Unfortunately, we are all human and mistakes happen. Here is a list of the top ten mistakes made by human resources when dismissing staff.
- Failing to have a signed contract. Although it may be too late for this one, when you hire future employees (and for all current staff) it’s imperative to have them sign an employment contract that specifically states that the employment is “at-will,” meaning that they can be terminated at any time.
- Neglecting to create standard policies. If you want to terminate an employee for breaking a policy, you have to make sure you have that policy in writing. Even common sense policies should be written down and provided to employees if you want to protect your company.
- Providing too much information. When you terminate an employee, make it short and sweet. Avoid apologizing, and stick to the facts. Oftentimes employers make the mistake of making a termination personal, and this can put them in hot water.
- Lacking a file review. In many cases, an employer fails to review the file of the employee being terminated. If you state a specific reason for firing an employee, and it turns out the employee has had nothing but high remarks in that area, it can become problematic.
- Not having any real reason behind the termination. When the decision has been made to fire an employee, make sure to provide a clear, coherent reason as to why he or she is being fired.
- Failing to conduct a proper investigation. When an employee is being fired because an allegation has been made against him or her, make sure to follow proper investigation procedures. Failing to do so and firing someone prematurely can leave your company in a precarious legal position.
- Waiting for the “perfect time.” There is no perfect time when it comes to firing someone. When the decision has been made, you should fire the employee within 24 hours, if not the same day. Waiting can cause a world of hurt, especially if the employee finds out ahead of time.
- Having no follow-up plan. You’ve finally fired the employee, so now what? The work is still there and the job still has to be done. Hiring a new person can take weeks. What’s your plan? If you don’t have one, you should.
- Arguing with the employee. This should be common sense. Don’t do it. It’s understandable that the employee will be upset, but arguing about it gets you nowhere.
- Letting the word get out. If you’re about to fire an employee and the word gets out, that employee might damage your company in some way. Make sure that the decision is made in confidence and acted upon swiftly, in order to keep morale up.
Let these common mistakes be your guide for what not to do when it comes to terminating an employee. No one likes to be the bad guy, but sometimes firing someone has to be done. Avoiding these top ten mistakes will help you get through this difficult task as smoothly as possible, while protecting your company from potential litigation and other damages.
Beating the Odds
Hiring employees is only the first step on the way to building a strong and engaged workforce. Employee retention is critical to a successful business, since you cannot achieve your goals without experienced and qualified staff. Retaining the best talent is a real challenge today, and one that requires a complex and careful approach.DOWNLOAD
Jessica is listed as the 2nd most influential recruiter online and as the 8th most powerful woman on Twitter. She is the author of Tweet This! Twitter for Business, a how-to business guide for Twitter users. She also writes for a number of leading publications, including Fortune, HR Magazine, SmartBrief, and HR Executive Magazine.