We need to let go of an employee who is a minority. A little tentative about it because of the potential way this can be construed. What should the process be? Anything to be aware of?

Make sure you use the same process and performance standards and you will be fine as long as everything is documented If it’s a RIF for cost savings, I’d ponder if you are doing the right thing For a performance during we had written performance improvement plans. Review discussions with written meeting minutes. And after 60 or 90 days depending on the situation if there was no improvement, the would be fired. Many people would quit before the time to improve was exhausted. Some improved enough to stay

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Make sure you use the same process and performance standards and you will be fine as long as everything is documented If it’s a RIF for cost savings, I’d ponder if you are doing the right thing For a performance during we had written performance improvement plans. Review discussions with written meeting minutes. And after 60 or 90 days depending on the situation if there was no improvement, the would be fired. Many people would quit before the time to improve was exhausted. Some improved enough to stay
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Anonymous Author
Follow the SOPs, document the process, warnings notifications, etc. HR should lead the process. Keep upper management aware consult your legal dept. if necessary. Letting someone go is a tough situation sometimes for both parties. Not everyone takes the news easy and parting ways amicably is an art in itself due to involved emotions. Compassion and empathy in preparing the employee for the upcoming situation along with proper communication is your best bet. Good luck. Remember world is round. Paths do cross.
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