Clock Work Press

Archive for August, 2009

Leaning when to hire a prospect employee is not the same as deciding when to let him go. Firing an employee is not as easy as walking up to his desk and just telling him to clear his desk because he no longer has a job. A manager’s decision to fire an employee should be based on facts related to his job and that are supported by documents, as a smart employee who knows what his rights are would definitely sue if he was fired for no apparent reason.

The duties and responsibilities of the job position should be indicated in the job description and should be discussed with a prospect employee before the signing of the employment contract. This way, you are sure that the nature of the job is fully understood by the employee. It is also essential to let the employee know how his performance is evaluated. Therefore, he would know that a working standard is set and he has to perform according to that standard. Company policies and ethics should also be explained as to warn him that there are certain actions that you or the company will take if a particular policy or rule is broken.

When you need to fire one of your employees, it is only polite and proper to call him into your office and talk to him alone no matter what your basis in letting him go instead of shouting at him and humiliating him in front of other employees. You should explain your grounds and reason for terminating his services. Make sure that your grounds are based on his performance, ethics and behavior at work and not based on assumptions, hearsay or the status of his marriage or family life.