As an employer, you need to let your workers know what's expected of them, while providing regular feedback. That way, those who consistently fail to improve won't be too shocked when they're shown the door.
Losing your job is stressful. To cushion the blow, federal law requires employers to offer terminated workers health-care continuation coverage under the Consolidated Omnibus Budget Reconciliation, or COBRA.
Whether or not they're popular around the office, unproductive employees with bad attitudes have to go. You may look rotten at first, but not as rotten as your bottom line once a bad attitude begins to spread around your workplace.
An exit interview with a fired employee gives you a chance to find ways of improving work procedures, management practices, and training efforts, among other areas. It also allows outgoing employees to get things off their chest.
When a worker stops being a productive member of your staff -- or worse, becomes a liability -- is time to consider termination. Letting things slide to avoid a confrontation will only make matters worse in the end. Be fair, but decisive.
One surefire way to avoid firing employees down the line is to gather good people from the start. The costs of higher wages and good benefits can pay for themselves when your HR office isn't a revolving door.
Despite your best efforts, some employees are lemons. You're not a failure as a boss -- or a person -- when a workers regularly comes in late, takes extended lunches, and leaves early, doing little of value for your company in between.
Keeping on top of who's working out and who isn't will help keep your employment decisions objective. A detailed performance report can also back you up when a terminated employee complains of being unfairly treated.
Forget Donald Trump. Firing employees isn't easy. Yet sometimes bad workers need to go, and there's a right way -- and a wrong way -- to show them the door. Here are a few tips.