“I could have another you in a minute, and in fact, he’ll be here in a minute. . .”
Okay, enough proving I’m hip. Today’s post is about firing. It must suck. I have actually only had to do it one time. But I’ve seen enough clients walk through it to know that it ain’t easy. Saying “You are of essentially no value to this company” is not easy. Yup, there are some who will argue with that statement, but the truth is, whether it’s budget cuts, poor performance, attitude or merger (there are more, but I’ll stop there for the sake of brevity), by firing you are saying there is something that is OF MORE VALUE to the company than this employee.
Tough stuff, and (my new fave saying) even the dullest crayon in the box (with the best severance package) can feel the sting of that unsaid reverse value proposition.
Since most businesses are getting more and more segmented, while simultaneously offering more services (and less service?), should we not explore the ones we’re letting go? Are there options we can steer them to?
I realized a little something about writing on this and my own blog today. Who am I writing for? For HR pros? Maybe. For recruiters and staffing experts? Sure. But odds are you’re looking at this through the lens of a small business:
Ninety-eight percent of all companies have less than 100 employees, 89% have less than 20, and the average American business has 10 to 12 employees.
So, who am I talking to? Maybe the business owner that needs to find his fifth employee? Maybe someone with no access to a recruiter or HR person they can ask? Who outlines their employee handbook? Where do they find a good disciplinary action system? How do they structure bonuses to motivate a salesforce?
Scary fact: Here.
Okay, well not here, but Google or Yahoo or Mahalo or whatever. And for them, they need to know how to recruit, hire, retain, compensate, fire and network.
So back on the rabbit trail: Firing someone requires serious thought, a written out plan and decisive action. Do it right.
Maren Hogan is a millennial living the dream in Omaha, Nebraska. When she’s not plotting the downfall of Gen Xer’s like me, she’s doing marketing and development for an IT recruiting and outsourcing firm called HCI. When she’s not at HCI, she’s blogging at Big O Recruiting and becoming addicted to Twitter…