Termination Meeting Checklist
Description
How to fill out Termination Meeting Checklist?
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FAQ
This is really hard for me. I'm not sure how to say this. We've decided to let you go. We've decided to go in a different direction. We'll work out the details later. Compared to Susan, your performance is subpar.
Notify the employee of their termination date. State the reason(s) for termination. Explain their compensation and benefits going forward. Notify them of any company property they must return. Remind them of signed agreements. Include HR contact information.
Don't storm off the premises without taking the time to save any documents you need from your work computer. Don't begin to discuss severance issues prior to taking some time to process your firing, if possible. Don't refuse to help with the transition if some time will elapse prior to your termination date.
The words you use to terminate an employee should be simple and to-the-point. Don't waffle. Go somewhere private and then lead with the punch line, says Glickman. She suggests you begin by saying, I have some bad news for you.
Start the termination meeting by saying, Hello, John, sit down. I've got some bad news for you. By announcing right from the start that there's bad news ahead, you will rivet the individual's attention on what's coming next. 2. Break the bad news.
DO consider your decision fully beforehand. DON'T fire someone without warning. DO let them know in person. DON'T get someone else to do the dirty work. DO give them a full explanation. DON'T do it in front of an audience. DO allow the employee to ask questions. DON'T get personal.
It's a natural human thing to want to say 'I'm sorry,' says Grote. But when it comes to firing a poor performer, he recommends couching your regret in terms where personal responsibility lies squarely on the individual. He suggests saying something like, 'I'm sorry that the situation has gotten to this point. '
End the meeting on the most positive note possible. Wish the employee good luck and shake his or her hand. If you can honestly say something positive about the employee's tenure at the company, by all means do so.
