What you Should be doing

Losing team members is never fun and no one ever wants to sit town and tell an employee that they are terminated. However, it is a natural part of business that will occur so it’s important to understand how you can learn from them. Employers tend to only recognize the fault of the termed employee but there is always something that you could or should have done differently to avoid the termination.

Always ask yourself the following questions after you term and employee:

1. Why am I letting this person go? What did they do or what did they not do?
2. Where there any signs in the beginning that I missed from either the hiring process or the introductory period?
3. Did I properly educate the employee on how to complete their tasks properly to meet company expectations?
4. Did I avoid counseling the employee to help create action plans for improvement because I “didn’t have time”?
5. What should I do differently next time?

The harsh reality is that people repeat behaviors until they understand how their behaviors should be changed. Employers must understand and accept responsibility when employees are failing at their job. Take the time to ask these questions before you get to the point of no return. If you fail to do this, you will continue repeating the process.