And You Are Fired !!!!!
Getting an employee fired is no joke. It requires soft skills and efficient handling of the situation.
According to statistics compiled by the National Human Resource Development Network, attrition rates in IT-enabled business process outsourcing sector have come down from 30-33 per cent being witnessed off late to about 25 per cent now. Despite this being a much discussed issue, firing is essential because retention of non performers affects group morale. Poor employees reduce team performance by wasting time and efforts of other workers. [/i][/b]
It is the manager who is finally responsible to fire employees, however the response from the employee is totally unpredictable because it may be positive i.e. he accepting his mistake and could be negative i.e. him denying of his mistake and demanding for firing reasons. The manager has to be fully prepared before firing someone as to how he handles this demanding confrontation can decide how the rest of the employees look upon the manager and the company as a whole.
Pre-requirements before firing / pre-conditions thus generating the need to fire:[/i][/b]
When the employee is not contributing towards the overall goal of the company, he needs to be made aware of this fact and helped to work in the right direction.
Employee is still not able to come up to the acceptable levels of performance; the manager has to go through a "Progressive Discipline Process".
How to Fire an Employee?[/i][/b]
Firing has to be the option of last resort. Many times fearing the repercussions, many managers delay firing.
Take into consideration the reasons for firing the employee; if it is just underperformance then steps can be taken to improve the same.
After a written notice, if the employee does not show any improvement, involve the Human Resource and Employee Relations and let the employee know that he is a round peg in a square hole. By following the above procedure, the manager has all papers in place to justify firing.
Firing and Attrition are very much related to each other, though distantly
In a recent news update, India's largest software service company, lost about 1000 employees at the end of first quarter of 2005. According to sources, this is the result of a carefully planned salary model called the Economic Value-added model that came into existence two years ago. This two year cycle model which involves assessment, retraining and exit discussions saw the major percentage those quitting as non-performers. They were given low ranking for the second year in a row for not showing any sign of improvement despite undergoing mentorship programme.[/i][/b]
Failing to have a signed employment agreement or offer letter with each employee. Not having standard policies in writing. Whether it's in the form of an official handbook or several pages stapled together, you should have clear policies in place so that employees know exactly what is and is not expected of them while employed.
Not having a legitimate job-related reason. In many states you do not have to provide a reason for firing someone. However, whether you tell the employee or not, you should always have a legitimate reason for terminating an employee if you do not want to get hit with a discrimination lawsuit.
Some employees talk too much and vomit out wrong things. They don’t think before they commit things to someone. Hence think before one speaks. A slip of the tongue can be a big mistake. Nobody else should know about the impending termination except those involved in the decision process. The individual being terminated deserves to be treated with respect and dignity, and not be embarrassed because everyone in the company knows he or she is being terminated.
A common mistake is getting into an argument with the employee being terminated. If he or she is angry, let them vent. You can only lose if you start arguing back.
Well above was the scenario while firing, hence next time you think of firing someone or some possess fear of getting fired read the above twice you’ll get an idea of what you gonna face !!
Getting an employee fired is no joke. It requires soft skills and efficient handling of the situation.
According to statistics compiled by the National Human Resource Development Network, attrition rates in IT-enabled business process outsourcing sector have come down from 30-33 per cent being witnessed off late to about 25 per cent now. Despite this being a much discussed issue, firing is essential because retention of non performers affects group morale. Poor employees reduce team performance by wasting time and efforts of other workers. [/i][/b]
It is the manager who is finally responsible to fire employees, however the response from the employee is totally unpredictable because it may be positive i.e. he accepting his mistake and could be negative i.e. him denying of his mistake and demanding for firing reasons. The manager has to be fully prepared before firing someone as to how he handles this demanding confrontation can decide how the rest of the employees look upon the manager and the company as a whole.
Pre-requirements before firing / pre-conditions thus generating the need to fire:[/i][/b]
When the employee is not contributing towards the overall goal of the company, he needs to be made aware of this fact and helped to work in the right direction.
Employee is still not able to come up to the acceptable levels of performance; the manager has to go through a "Progressive Discipline Process".
How to Fire an Employee?[/i][/b]
Firing has to be the option of last resort. Many times fearing the repercussions, many managers delay firing.
Take into consideration the reasons for firing the employee; if it is just underperformance then steps can be taken to improve the same.
After a written notice, if the employee does not show any improvement, involve the Human Resource and Employee Relations and let the employee know that he is a round peg in a square hole. By following the above procedure, the manager has all papers in place to justify firing.
Firing and Attrition are very much related to each other, though distantly
In a recent news update, India's largest software service company, lost about 1000 employees at the end of first quarter of 2005. According to sources, this is the result of a carefully planned salary model called the Economic Value-added model that came into existence two years ago. This two year cycle model which involves assessment, retraining and exit discussions saw the major percentage those quitting as non-performers. They were given low ranking for the second year in a row for not showing any sign of improvement despite undergoing mentorship programme.[/i][/b]
Failing to have a signed employment agreement or offer letter with each employee. Not having standard policies in writing. Whether it's in the form of an official handbook or several pages stapled together, you should have clear policies in place so that employees know exactly what is and is not expected of them while employed.
Not having a legitimate job-related reason. In many states you do not have to provide a reason for firing someone. However, whether you tell the employee or not, you should always have a legitimate reason for terminating an employee if you do not want to get hit with a discrimination lawsuit.
Some employees talk too much and vomit out wrong things. They don’t think before they commit things to someone. Hence think before one speaks. A slip of the tongue can be a big mistake. Nobody else should know about the impending termination except those involved in the decision process. The individual being terminated deserves to be treated with respect and dignity, and not be embarrassed because everyone in the company knows he or she is being terminated.
A common mistake is getting into an argument with the employee being terminated. If he or she is angry, let them vent. You can only lose if you start arguing back.
Well above was the scenario while firing, hence next time you think of firing someone or some possess fear of getting fired read the above twice you’ll get an idea of what you gonna face !!