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Register to AccessEnter your email address to instantly generate a PDF of this article. Terminating employees can be challenging, but having a script in place can make the process much easier. Whether it’s your first time terminating an employee or you just want to make sure you’re saying the right thing, you can use this information to have a better conversation with the employee you’re terminating. Tips before having the termination conversationBefore you have the official conversation to terminate an employee, you want to prepare accordingly. Document everythingEmployee termination shouldn’t come out of the blue. You want to have a paper trail of performance evaluations, performance improvement plans, written warnings, and the like to highlight the actions taken leading up to the termination. Not only does documenting everything give your employee a chance to improve if they’re able and willing to, but it also protects you if there’s a question around the reason behind the termination. The only time when a paper trail isn’t as important is when they perform an act so egregious that company policy calls for you to immediately fire someone. Have an action planSince a termination meeting can be emotion-fueled for the employee, you want it to be concise and action-oriented. This is not the time to have a conversation in hopes of changing the decision. You have to provide the employee with the necessary information they need to begin the separation process. It’s essential that you are focused on the facts and achieving the goals of the meeting, so be sure to have that mindset. Though keep in mind it is okay (and recommended) that you have an empathetic and caring tone throughout the conversation. Employee termination scriptBeginning of the conversationYou want the beginning of the conversation to be straightforward. It’s essential to be upfront regarding your reason for the meeting and understand you’re firing them without leaving them hanging onto hope that you’re having a conversation about allowing them to improve. Here are some example scripts you can use: Termination script for policy violation
Termination script for layoffs
Termination script for poor performance
Continuing the conversationOnce the employee knows their position is being terminated, you’ll need to continue the conversation to discuss the logistics. During this time, think about questions the employee might ask and have answers for them. This also gives the employee time to process what’s taken place and gather their emotions before speaking. Your employee will likely be upset, so continue to be straightforward and only focus on the most critical information. Too much complex information is challenging to retain in a charged situation. Additionally, giving too many details may give a disgruntled employee material to file a lawsuit with, so only provide the necessary information. Here are some example scripts you can use related to different issues you’ll have to address. Termination scriptNAME, you’ll receive your final paycheck in [TIME FRAME] via [METHOD]. It will include [ANYTHING THE FINAL CHECK INCLUDES]. On [DATE], be sure to turn in all company property, including your [COMPANY PROPERTY], at [LOCATION]. Also, at that time, ensure you have all of your belongings since you won’t have access to the building after your last day of work. Your medical insurance coverage ends in [NUMBER OF DAYS]. If you want to continue coverage with us, be sure to apply for COBRA to continue your coverage, or you can apply with the Healthcare Marketplace for an individual plan. You can speak to a member of our HR department to learn more. That covers most of the important information regarding your termination. If you have any questions, please feel free to ask them now or before your last day. Termination script exampleYou’ll receive your final paycheck in 7 business days via direct deposit. It will include your unused sick days, vacation time, and pay for the remainder of the time you work with us. On your last day, be sure to turn in all company property, including your laptop, ID badge, and keys, at the security desk. Also, at that time, ensure you have all of your belongings since you won’t have access to the building after your last day of work. Your medical insurance coverage ends in 30 days. If you want to continue coverage with us, be sure to apply for COBRA to continue your coverage, or you can apply with the Healthcare Marketplace for an individual plan. You can speak to a member of our Human Resources department to learn more. That covers most of the important information regarding your termination. If you have any questions, please feel free to ask them now or before your last day. Termination script for a severance packageWe want to recognize the contributions you’ve made to the company by offering a severance package to include [DETAILS]. If you want to accept our proposed severance package, please sign this separation agreement. Severance package termination exampleWe want to recognize the contributions you’ve made to the company by offering severance pay to include 3 months salary and full benefits. If you want to accept our proposed severance package, please sign this separation agreement. How to manage the emotions of a terminated employeeBeing terminated from your position — whatever the reason — is typically an emotional experience, and the employee’s response can vary widely. In preparation for the answer you might receive, you want to be prepared with scripts to manage their potentially emotional responses. Along with the scripts listed below, here are some additional tips to keep in mind. Be factual. While your employee might be angry or sad, you need to stick to the facts of the situation and not be sucked into an emotional conversation. If you become emotional along with them, you’re likely to say something you’ll regret. Don’t discuss others. Employees who are terminated often want to discuss their co-workers who might be exhibiting similar behaviors in the event of termination due to poor performance or are in the same department in the event of termination due to layoffs. In either case, only discuss the employee you’re meeting about. It’s not appropriate or necessary for you to discuss others. Stick to your decision. No matter their response, you want to stick to your decision and be clear about it. Don’t act like you might be able to give them another chance or speak to someone about helping them keep their job. Again, the termination meeting is your chance to let them know they’re losing their job, communicate important information and answer any relevant questions. That’s it. Giving them hope will only make it worse for them and the company. If they begin shouting… I understand you’re upset by this decision, but shouting is not going to help. I’d like for us to end your employment on good terms because I wish you well in the future. To do so, we need to be able to speak at a lower volume. If they begin crying… I understand this is a difficult time. Please take these tissues and water, and I’ll give you the time you need to collect yourself. If they begin displaying violent behavior… I understand this is a difficult time, but violence is unacceptable, and you must stop immediately. I will contact a member of security to sit in on the rest of this meeting with us, take you to gather your remaining items, and escort you to your vehicle to keep everyone safe. If they ask about another employee… I didn’t call this meeting to discuss anyone else. If they state that their performance issues were improving… While your performance did improve, it still fails to meet our company standards. We appreciate the strides you took to do better, but we need an employee in this position who can at least meet our minimum standards, and you’re unable to do so at this time. For that reason, we are terminating your position. If they believe it’s a case of wrongful termination… Here are a few examples to use.
If they ask why they’re being terminated… As I stated at the beginning of the meeting, you’re being terminated due to poor performance. Now is not the time to go into detail about the reason behind your termination. I want to provide you with the information you need to navigate through this time effectively. If they promise to do better… I understand your commitment to performing better, but we’ve passed the time for that. At this point, you are being terminated, and we just need to ensure all of the details are ironed out. What to avoid including in your employee termination scriptNow that you understand what to say during an employee termination meeting, here’s a cheat sheet of what you want to avoid.
WHAT TO READ NEXTWhat do you say to an employee with poor performance?To that end, here are 10 things to consider as you prepare for a talk about poor performance to get the most of the conversation:. Create a safe space. ... . Don't put it off. ... . Recognise the problem, research the problem. ... . Document and make clear what is happening. ... . Don't ask why, find out why. ... . Set/Re-Set Expectations.. How do you tell an employee they are not the right fit?Scripts. How to Tell an Employee Their Work Isn't Good Enough. ... . Step 1) Start with a compliment. ... . Step 2) Be specific. ... . Step 3) Ask how you can help. ... . Step 4) Suggest some next steps. ... . Step 5) Set a deadline for improvement. ... . Step 6) Ask the employee to follow up.. How do I get rid of a poor performing employee?Here's what you need to know:. Be prepared with documentation.. Write a termination letter.. Schedule a meeting.. Keep the meeting short. Don't be tempted to apologize, give a second chance, or discuss personal traits.. How do I write a termination letter for poor performance?I would like to meet with you so that you can give me your response to my preliminary view on your performance and my preliminary decision to terminate your employment on notice on [date] at [time] and [place]. At our meeting I will be accompanied by [name], [position title].
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